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HR050 - Human Resources PDF
HR050 - Human Resources PDF
HR050
HR050
Human Resources
SAP AG 1999
System R/3
Release 4.6B
May 2000
50035044
404 (Not Found)
Enjoy SAP
SAP AG 1999
Human Resources 4.6 (1)
Level 2 Level 3
CA500 2 days
HR305 3 days CATS The Cross
HR051 1 day Configuration of Application Time Sheet
see HR2
Master Data
Human Resources
Essentials I HR250 2 days
HR306 4 days HR310/311 5 days
Employee Self-Service
Configuration of Time Time Evaluation
Recording
HR580 3 days
HR052 2 days Reporting in Human
Resources
Human Resources HR505 3 days HR520 2 days
Essentials II Organizational Shift and Workforce
Management Planning HR307 2 days
Configuration of HR
HR325 3 days
System Controls
HR053 2 days Benefits Administration
HR540 3 days
Human Resources HR350 5 days
Essentials III Compensation
Management Programming in HR
HR510 3 days
Personnel Development HR530 3 days
HR515 3 days Technical topics in
Training and Event Human Resources
Management
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Human Resources 4.6 (2)
Level 2 Level 3
HR053 2 days
Human Resources
Essentials III
Note:
Please note our country specific curriculum and our curriculum
for release 4.6B.
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Course Prerequisites
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Target Group
z Audience:
HR Project team members
HR consultants
z Duration: 5 days
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Course Overview
Contents:
z Course Goals
z Course Objectives
z Course Content
z Course Overview Diagram
z Main Business Scenario
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Introduction
Unit 1 Course Overview Unit 9 Travel Management
Unit 2 Navigation Unit 10 Payroll
Unit 3 Structures in Human Unit 11 Recruitment
Resources
Unit 12 Personnel Cost Planning
Unit 4 Personnel Management
Unit 13 Reporting and
Unit 5 Benefits Managers Desktop
Unit 6 Development and Training Unit 14 Employee Self Service
Unit 7 Compensation Unit 15 ALE
Unit 8 Time Management Unit 16 ASAP
Appendices
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2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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Contents:
z Navigation in the system
z User-specific settings
z Navigation in the mySAP.com Workplace
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SAP R/3
New Password
Language
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SAP R/3 Systems are client systems. The client concept enables the parallel operation, in one system, of
several enterprises that are independent of each other in business terms. The components SAP Business
Information Warehouse (BW) and SAP Knowledge Warehouse (KW) are exceptions to this: in these
cases only one client is used. During each user session you can only access the data of the client selected
during logon.
A client is, in organizational terms, an independent unit in the system. Each client has its own data
environment and therefore its own master data and transaction data, assigned user master records and
charts of accounts, and specific Customizing parameters.
For a user to log on to the system, a master record must exist in the system for that user. To protect
access, a password is required for logon. The password is hidden as you type (you only see asterisks).
SAP R/3 Systems are available in several languages. Use the Language input field to select the logon
language for each session.
Multiple logons are always logged in the system beginning with SAP R/3 4.6. This is for security as well
as licensing reasons. A warning message appears if the same user attempts to log on twice or more. This
message offers three options:
y Continue with current logon and end any other logons of the same user in the system
y Continue with current logon without ending any other logons in the system (logged in system)
y Terminate current logon attempt
You can place your own text on the initial screen in a number of ways. For more information, see the
SAP Note mentioned above. The GuiXT (covered at the end of this chapter) offers a further option.
Input field
Application
Tick Toolbar
Selection 1
Selection 2
Selection 3 This screen is made up of
Selection 4
Checkboxes various screen elements. It
Options Radio Buttons does not match an actual
Option 1
Pushbuttons screen in the system.
Option 2
Option 3
Overview
Option 4
Option 5
Positive
Display Edit Neutral
Tab Page
System Message T70 (1) (400) iwdf5070 INS Status Bar
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Command field: You can use the command field to go to applications directly by entering the
transaction code. You can find the transaction code either in the SAP Easy Access menu tree (see the
page User-Specific Personalization) or in the appropriate application by choosing System Status.
Standard toolbar: The icons in the standard toolbar are available on all SAP R/3 screens. Any icons
that you cannot use on a particular screen are dimmed. If you leave the cursor on an icon for a moment, a
QuickInfo appears with the name (or function) of that icon. You will also see the corresponding function
key. The application toolbar shows you which functions are available in the current application.
Checkboxes: Checkboxes allow you to select several options simultaneously within a group.
Radio buttons: Radio buttons allow you to select one option only.
Tabs: Tabs provide a clearer overview of several information screens.
Status bar: The status bar displays information on the current system status, for example, warnings or
error messages.
Other elements are:
Menu bar: The menus shown here depend on which application you are working in. These menus contain
cascading menu options.
Title bar: The title bar displays your current position and activity in the system.
Favorites
SAP Menu
Office
Logistics
Accounting
Human Resources
Information Systems
Tools
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SAP Easy Access is the standard entry screen displayed after logon. You navigate through the system
using a compact tree structure.
You can include an image on the right-hand side of the screen such as your company logo. This image
can only be entered systemwide, and is a cross-client setting. Assuming you have the appropriate
authorization, you can find a detailed description of the necessary settings by choosing Extras
Administration Information. Note that this image is stored in the system and transported to the SAP
Frontend every time it is called by SAP Easy Access. Although this transfer is compressed, the image for
the initial screen should not be bigger than around 20 kB. You can prevent this image being called either
by using the setting Low Speed Connection in the SAPLogon program (see SAP Note 161053), or by
switching off the calling of the image under ExtrasSettings. See also User-Specific Personalization.
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Favorites
Great Transactions
SM50 - Prcoess Overview
Favorites chosen by the user
VA01 - Create Sales Order
Interesting WWW Pages reduce navigation time
URL - The Herald Tribune
URL - Time Magazine
Important Files
URL - Vacation Planning
Enjoy User Menu
URL - SAP Notes (User / PW req.)
Accounts Receivable
FD02 - Change Customer (Accountin
Materials Management
Sales and Dsitribution
Tools
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A Role describes a set of logically linked transactions in the system. These represent the range of
functions users typically need for their work.
User roles (previously activity groups) have to be set up using the Profile Generator so that SAP R/3
System users can work with user-specific or position-related menus.
The authorizations for the activities listed in the menus are also assigned to the users using user roles.
With Release 4.6, predefined user roles from all application areas are included in the standard system.
Users who have been assigned a user role can choose between the user menu and the SAP standard
menu.
The above screen shows the role-based user menu for a user with the name "Enjoy". You can find roles
that are supplied in the standard SAP R/3 System by choosing Other menu on the SAP Easy Access
initial screen.
Every enduser can personalize the initial screen using Favorites. You can create your own Favorites list
containing the transactions, reports, files, and Web addresses that you use most often.
You can add favorites either by choosing Favorites or by using the mouse to drag & drop items into
the Favorites directory.
Display Customer:
Customer: Initial Screen
A unique key is used to clearly identify the customer within the SAP
System.
Procedure
When creating a customer master record, the user either enters the
City
F4 Help: Displays
Currency Possible Entries
Co... Company Name City Cur...
Restrict Number to SAP A.G. Walldorf EUR
IDES AG 1000 Frankfurt UNI
IDES Canada Toronto CAD
IDES AG Frankfurt UNI
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Implementation Guide
Glossary
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SAP R/3 Systems provide comprehensive online help. You can display the help from any screen in the
system. You can always request help using the Help menu or using the relevant icon (the yellow
question mark).
You can access the SAP Library quickly and comfortably by using the SAP Service Marketplace. There
you can find the SAP Help Portal under Knowledge and Training, where you can not only access Help
in HTML format, but can also perform efficient full-text searches in the SAP Library. If you have the
SAP Library installed, you also have, of course, these opportunities within your company.
You can access the Help Portal directly at http://help.sap.com
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Settings
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The end user has many possibilities for personalizing the system. Some are described below:
y You can alter the layout of your initial screen under Extras Settings, for example by switching off
the image in the right-hand part of the window or by turning on the option to display the technical
names (transaction codes) in the SAP Easy Access Menu.
y Among other things, you can activate a quick cut and paste in the Options menu. Using Options you
can change the reaction speed of the QuickInfo that is displayed when you hold your mouse cursor
over an icon or a push button.
y By following the path System User profile Own data, you can set personal standard values. You
can choose the tabs Address, Defaults, and Parameters. As an example, the setting of Parameters is
explained here:
- Parameters: Here you can set defaults for frequently used input fields. In order to be able set a
default value for a field, it must have been assigned a Parameter ID.
Procedure for finding the Parameter ID: Go to the field for which you wish to set a default
value. Select the F1 help, and then choose Technical Info. The system displays an information
window that contains the relevant parameter ID under the heading Field Data (as long as the field
has been assigned a Parameter ID).
Table Settings
Choose Variants
Current setting My variant
Standard setting Basic setting
Maintain Variants
Variant
Use as standard setting
Create
Delete
Save Administrator
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Use the Table Settings function to change, in the table control, the individual basic table settings that are
supplied with the system. This is particularly useful for tables where you do not need all the columns.
You can use the mouse to drag & drop column positions and widths, or even make the column disappear.
Save the changed table settings as a variant. The number of different variants you can create per table is
not restricted.
The first variant is called the basic setting; the SAP System defines this setting. You cannot delete the
basic setting (you can delete the variants you define yourself).
The table settings are stored with your user name. The system uses the variant currently valid until you
exit the relevant application. If you then select the application again, the system will use the standard
settings valid for this table.
Note: you can change table settings wherever you see the table control icon in the top right-hand corner
of a table.
SAP R/3 Systems offer numerous options for settings and adjustments:
y Define default values for input fields
y Hide screen elements
y Deactivate screen elements (dimmed)
You can do this by, for example, defining transaction variants.
SAP offers GuiXT, as of SAP R/3 Release 4.6. In addition to all of the above functions, you can now:
y Include graphics
y Convert fields and add pushbuttons and text
y Change input fields (or their F4 help results) into radio buttons
GuiXT scripts are stored on the Frontend. In accordance with local scripts (which can also be stored
centrally), the GUIXT scripts determine how data sent from the application server is displayed. These
scripts can be standard throughout a company, or they can be different for each Frontend.
NOTE: The GuiXT will support the mySAP.com Workplace only as of the end of the year 2000. This
means that until then you should use either the SAP GUI for the Windows Environment and the GuiXT
or the mySAP.com Workplace with the SAP GUI for HTML (or the SAP GUI for Java or the SAP GUI
for Windows).
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Unit: Navigation
Topic: Basic Functions
As a new user of an SAP R/3 System, you begin to navigate the system
using the menu paths and transaction codes. You also begin to access the
various types of online help.
All menu paths in the exercises refer to the SAP standard menu.
1-2 What is the maximum number of sessions (windows in the SAP R/3 System) you can
have open simultaneously? __
1-4 Help
1-4-1 If you choose Application help in the SAP Easy Access initial screen (System
menu), which area of the SAP Library does it take you to?
_________________________________________________________
1-4-2 Use F1 help on the Customer field. What is this field used for?
Write a brief summary of the business-related information.
______________________________________________________
______________________________________________________
1-4-4 Which icon do you need to use on the F1 help screen to find the parameter ID
for the Company code field?
Hint: See the notes on the slide User-Specific Personalization
______________________________________________________
1-4-5 Use F4 help on the Customer field to find the customer number for Becker ##.
To do this, use the Search term "Becker*" after calling the F4 help.
Note: ## corresponds to your assigned group number.
___________________________________________________
2-1-1 Assign a parameter value for the Company code field to your user profile.
Note: The instructor will tell you what parameter value to enter (for example
1000). For information about defaults, see the notes on the slide User-Specific
Personalization.
2-2 Defining User-Specific Settings using System User profile Own Data
2-2-1 In your user profile, set your logon language to the value used for the course.
2-2-2 In your user profile, set the decimal notation and date format of your choice.
2-3-1 Insert at least one new folder under the Favorites folder.
2-3-2 Add any two of your favorite transactions to the corresponding folders.
2-3-3 Add the Internet address http://www.sap.com with the text SAP Homepage.
2-4-1 Enter a transaction of your choice as the initial transaction. You will then need
to log off and on again for the change to take effect.
Note: If desired, you can change the initial transaction back to the default value
simply by deleting the transaction code that you entered.
Unit: Navigation
Topic: Basic Functions
1-1 Log on to the system specified by the instructor and change your initial password.
1-2 To open and close sessions, choose System Create session (or use the appropriate
icon) or System End session.
The maximum number of sessions you can have open simultaneously is six (6),
depending on your system settings.
1-3 To find the transaction code, choose System Status. These function names and
transaction codes correspond to the menu paths:
1-3-1 Transaction: SM04 for Function Name: User list
1-3-2 Transaction: FD03 for Function Name: Display Customer: General Data
1-4 Help
1-4-1 The section of the unit Getting Started that deals with using SAP Easy Access
is displayed.
1-4-2 Suggestion: The customer is a unique key (account number) used to clearly
identify the customer within the system.
1-4-3 FI Accounts Receivable and Accounts Payable
1-4-4 To find the Parameter ID: BUK, choose Technical Info
1-4-5 Customer ## (## corresponds to your assigned group number)
When you select F4 in the Customer field, the Restrict Value Range window
appears. You can explore the various tabs to see the different search criteria
available. Find a tab that includes the Search term field and enter the
following:
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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Unit: HR Structures
Topic: Organizational management
1-1 Create a shortcut in Favorites for Change in Organization and Staffing by dragging
and dropping the node. Rename the node to Maintain Organization and Staffing.
1-2 At the beginning of this year, the Central Purchasing department at the Caliber A
Bicycle Company (CABB) was been divided into subordinate organizational units
called ##-Purchasing. You will create two subordinate organization units within the
##-Purchasing organizational unit for ##-Administration and ##-Production.
1-4 Go to the task profile and assign the following tasks to the positions as indicated
below:
Position Task
##-Buyer in the ##- Order processing tasks
Administration organizational
unit
##-Production Manager in the Project management
##-Production organizational
unit
##-Material Handler in the ##- Drive forklift
Production organizational unit
1-6 The ## Administration Manager position is held by Helena Camino (personnel number
key 50991##). Assign Helena to the position as of the first day of the current year.
1-7 Execute the Organizational Structure with positions report for the Caliber A
Bicycle Company.
Unit: HR Structures
Topic: Organizational Management
1-2 Create subordinate organization units with the ##-Purchasing organizational unit for
##-Administration and ##-Production.
From the Favorites menu select: Change Organizational and Staffing
Set the validity date to start at the beginning of the current year by selecting the
Display periods icon and entering the valid from date as the first day of the
current year.
Set the preview period years and date to the beginning of the current year by
selecting the Date and preview period icon.
In the Search area - Find by group, located in the upper left are of the display,
select the Organizational unit option.
In the Find Organizational unit pop-up box, enter CAB in the With name field
and select the Find icon.
The organizational unit CABB appears in the Selection area located on the
lower left side of the display.
Double-click on the CABB organizational unit the Selection area.
The organizational structure for the Caliber A Bicycle Company appears in the
Overview area on the top right side of the display.
Expand the Central Purchasing Organizational unit to find and select the ##-
Purchasing organizational units.
Select the Create organizational unit icon.
A new entry under ##-Purchasing appears labeled as New organizational
1-4 Go to the task profile and assign the following tasks to the positions indicated below:
Position Task
##-Buyer in the ##- Order processing tasks
Administration organizational
unit
##-Production Manager in the Project management
##-Production organizational
unit
##-Material Handler in the ##- Drive forklift
Production organizational unit
Set the preview period years and date to the beginning of the current year by
selecting the Date and preview period.
Verify the Valid on date is set to the beginning of the current year.
Navigate to the ##-Buyer position in the ##-Administration organizational unit.
Select the entry for ##-Buyer position by double clicking on it.
The Detail area now contains the entry for ##-Buyer.
Select the Tasks tab in the Detail area.
1-6 The ## Administration Manager position is held by Helena Camino (personnel number
key 50991##). Assign Helena to the position as of the first day of the current year.
Navigate to the ##- Administration Manager position in the ##-Administration
organizational unit.
Select the entry for ##- Administration Manager position by double clicking on
it.
The Detail area now contains the entry for ##- Administration Manager.
Select the Basic data tab in the Detail area.
In the Search area - Find by group, located in the upper left are of the display,
select the Person option.
1-7 Execute the Organizational Structure with positions report for the Caliber A
Bicycle Company.
SAP Standard Menu ? Human Resources ? Organizational management ?
Info System ? Organization unit ? Organizational Structure ? Organization
Structure with Positions
Select the organizational unit for the Caliber A Bicycle Company.
Select the Execute icon.
1-8 Select the highest level of the report (Caliber A Bicycle Company).
Select the Structural Graphics icon.
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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Favorites
Activity group SAP_HR_ADMINCLERK_PA
Personnel Administration
HR Master Data
Personnel Actions
Maintain Master Data
Display Master Data
Personnel File
Fast Entry
Fast Entry - Actions
Qualification Profile
Organizational Data
Info System
Tools
SAP AG 1999
In order for users in the SAP system to be able to use user-specific menus, activity groups must be
created. Activity groups are also used to assign authorizations for the activities included in the menus
Activity groups are collections of functions that describe worker roles.
The activity group Personnel Administration Clerk contains transactions, reports, and or
internet/intranet links that personnel administration uses daily.
An Activity Group contains the following information:
y Name of the activity group
y Text describing the activity group
y Menu structure for the activity group
y Authorization profile data
y Information about the assignment of the activity group to users or elements of the organizational plan.
An Activity Group can be assigned to an unlimited number of users.
and your
I, Barbara personnel
Myers, have number ?
...
Personnel number
Personnel
office
Search Help You can access data records using the search help
function, even if you do not have all the necessary data.
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Employee data is often maintained for individual employees. The employees personnel number must be
entered. If this number is not known by the system, you can use the search help to find it.
The Search Help function allows you to select personnel numbers according to certain criteria e.g. last
names and first names, birth dates, organizational assignment, etc.
Contents:
z Overview and Prerequisites
z Enrolling in Benefit Plans
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SAP AG 1999
1 Course
Course Overview
Overview 9 Travel
Travel Management
Management
2 Navigation
Navigation 10 Payroll
Structures
Structures in
in Human
Human
3 Resources
Resources
11 Recruitment
4 Personnel
Personnel Management
Management 12 Personnel Cost Planning
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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Benefits
Overview
Information system
Costs and contributions
Health plan costs
Insurance plan costs
Savings plan contributions
Flexible spending account contributions
Stock purchase plan contributions
Miscellaneous plan costs/contributions
Statistics
Benefit election analysis
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For the Benefit component, SAP delivers five pre-defined user roles:
y SAP_HR_MANAGER_BEN_AG
y SAP_HR_ LINEMANAGER_BEN_AG
y SAP_HR_ BEN-SPECIALIST_BEN_AG
y SAP_HR_ SYSTEMADMIN_BEN_AG
y SAP_HR_ ADMINCLERK_BEN_AG
You can also create your own user roles.
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There are six international plan categories defined in the system: Health, Insurance, Savings, Stock
Purchase, Credit and Miscellaneous.
There is one benefit plan category that is specific to North America. It is the Flexible Spending Accounts
category.
The category defines the attributes of a plan. This determines how the plans are set up in customizing
and how employees are enrolled in the plans.
Employer
Benefits Plans
etc.
Employee
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In some countries, it is normal for the employee to participate in benefit plans offered by the employer.
Companies frequently offer benefits packages at a reduced rate to employers. This results in
considerably cheaper contributions for the employee, than those they would have to pay, were they to
enroll privately. Employees enroll themselves in these plans and receive varying benefits, according to
the varying plans. Either the employer or the employee, or both, pay the contributions; this varies from
case to case.
You can put together varying plans for different employees depending on many factors. You store the
restrictions and eligibility in the implementation guide. Therefore the processing of an employees
benefits is made very easy
Open enrollment
Annual selection
Adjustment Reason:
hiring, marriage etc.
Default/Automatic
Any time
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Within Benefits, the system enables you to differentiate between different forms of enrollment.
y Open Enrollment:
This is an annual process whereby the employee selects the plans which are available to them once a
year or change existing enrollment plans.
y Enrollment Based on an Adjustment Reason (work/life event)
Work/life events such as initial hire, birth or marriage allow an employee to enroll or change benefit
options
y Default or Automatic Plans
For example, when an employee is hired, he/she can be enrolled into a standard plan (until he/she has
completed their probationary period); for the time being, this offers a minimal number of benefits.
y Enrollment at any time:
The employee can enroll themselves for the plans that they are eligible for, or change existing plans at
any time.
0000
0000 Actions
Actions
0001
0001 Org.
Org. Assignment employee
employee must
must exist
exist
Assignment
0002
0002 Personal
Personal Data
Data
0008
0008 Basic
Basic pay
pay
cost,
cost, coverage,
coverage, credit
credit and
and
0014
0014 Recur. Payments/Deds
Recur. Payments/Deds..
Payments/Deds. benefit
benefit salary
salary calculations
calculations
0015
0015 Additional
Additional Payments
Payments
0001
0001 Org.
Org. Assignment
Assignment benefit
benefit area,
area,
0007
0007 Planned
Planned Working
Working Time
Time first
first program
program grouping,
grouping,
0057 second
second program
program grouping,
grouping,
0057 Membership
Membership Fees
Fees
adjustment
adjustment grouping
grouping
0094
0094 Residence
Residence Status
Status
cost
cost grouping,
grouping,
0001,
0001, 0002,
0002, 0008,
0008, 0057,
0057, 0094
0094 coverage
coverage grouping
grouping
0077 Addit.
Addit. Personal Data
0077 Addit. Personal Data EE
EE and ER contribution
and ER contribution grouping,
grouping,
0006
0006 Addresses
Addresses credit grouping,
credit grouping,
0007 eligibility
eligibility grouping
grouping
0007 Planned
Planned Working
Working Time
Time
zip
zip code
code eligibility
eligibility
0021
0021 Family/Related
Family/Related Person
Person related
related person
person group
group
0000
0000 Actions
Actions termination
termination grouping
grouping
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Before you enroll employees in benefits, specific records in master data and benefits must be in place.
At a minimum, you must have the Actions (0000), Organizational Assignment (0001) and Personal Data
(0002) infotypes in place in master data. You may need additional infotypes for cost calculations such as
Basic Pay (0008) if cost is based on salary.
You must have the General Benefits Data infotype (0171), and if enrollment is due to a work/life event
an Adjustment Reasons infotype (0378) must be in place as well.
y In the General Benefits Data (0171) infotype, you store employees assignment to a benefit area, first
and second program grouping. The benefit area represents a subdivision, e.g., according to regional or
organizational point of view. The program groupings are employee subdivisions, e.g., according to
employee subgroup or employment. You can overwrite these subdivisions, but how they interact
determines eligibility. The General Benefits Data infotype appears and containing default values
already in place.
y The Adjustment Reasons (0378) infotype is used to store the reason why the employee can make
changes to their current benefits.
y Note: You may also be required to maintain the Medical Benefits Data (0376) infotype in some
countries.
You should include the necessary infotypes in your Hiring personnel action.
Enrollment requires employee master data records and benefit plan data to enroll the employee in
benefit plans.
The benefit plan infotype records are created by the enrollment process. You only need to select the plan
options for the employee, and the infotype records are created automatically by the system.
Note: Plans in which the employee is already participating, are considered in the offer as well.
Note: In the enrollment process, you do not only create plans for employees, but you can also stop the
participation in an existing plan in the given time period.
Full-time
Program
Part-time Dental Plan
worker Life Plan
Medical Plan
...
Temporary
personnel
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A matrix that cross references first and second program grouping allows you to define different
programs with different options for employees. Depending on an employees data, he/she will be eligible
for one of these programs.
A program is a restricted list of plans (made up of benefits) for a certain group of employees.
An employees eligibility for a specific benefits program is defined through a combination of benefit
area, first and second program grouping.
Human Resources
Managers Desktop
Personnel management
Benefits
Enrollment
Enrollment
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Under Enrollment, you have to specify an offer type before you get the list of all plans offered for an
employee.
As you enroll each employee, the system automatically presents only those plans for which the employee
is eligible.
The system also calculates the cost of the plan options, which can vary for each employee.
Option
Personnel no
Plan option
DNI 454-58-7611
Option Fitness Standard
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Your selected plan will be displayed where options and dependents can be selected.
Enrollment
Enroll
Personnel no
Action Plan From To Addl Info
Offer for
DNI Create Standard Dental
454-58-7611 02.09.1999 31.12.2000
Create Standard Medical 02.09.1999 31.12.2000
Select Create Vision Plan 02.09.1999 31.12.2000 02.09.1999 - 31.12.2000
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After you execute enrollment, a message will be displayed indicating whether or not your enrollment
was successful.
Termination: Overview
Dental
Standard Dental Plan 14.07.1999-31.12.1999 Terminate on 29.07.1999
Double-click
Selection date 30.11.1999
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You receive a list of plans the employee is currently participating. The termination date proposed by the
system depends on the termination rule set up in Customizing for each plan. You can overwrite this date.
Eligibility: Overview
Stop participation
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Once employees are participating in plans, you can check that they continue to fulfill all eligibility
criteria for the plans.
The system checks:
y Is the plan in program?
y Is eligibility rule fulfilled (e.g. waiting period, min. working time, min./max. age, zip code)?
y Are corequisites fulfilled?
Insurability: Overview
Insurability proven Stop participation
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Before employees can participate in some insurance and health plans, they must often provide Evidence
of Insurability (EOI) such as a medical affidavit for proof of good health.
You can further manage EOI by terminating employee enrollments, when the employee has not provided
EOI within the grace period.
SAP AG 1999
In the overview screen, you get a list of plans the employee is currently participating. Plan details like
options, costs, coverage, contributions, credits, dependents and investments are also displayed.
SAP AG 1999
This function gives you an overview of benefit enrollment costs. For each employee and plan, it provides
the separate costs to the employer and the employee. The provider cost is not shown here.
SAP AG 1999
SAP AG
Unit: Benefits
Topic: Benefits enrollment
1-3 Enroll Mr. Vega and his spouse in the companys dental and medical insurance plans.
1-3-1 Enroll him and his spouse in the Standard Dental Plan option 1.
1-3-2 Enroll him and his spouse in the Medical plan 1.
Unit: Benefits
Topic: Benefits Enrollment
Contents:
Qualifications and Requirements
Career and Succession Planning
Training and Event Management
Development Plans
Appraisal Systems
SAP AG 1999
SAP AG 1999
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
SAP AG 1999
SAP AG 1999
SAP AG 1999
Position of
Administrator
Profile Matchup
Job Person
Position of
Dept Manager Development Plans
Appraisals Actual / target proficiency
Certificate
of attendance
at Microsoft
Word course Microsoft Word
skills required?
Seminar
SAP AG 1999
The Personnel Development component allows you to maximize the value that your employees provide
to your company. You can plan and implement specific personnel and training measures to promote the
professional development of your employees. You can also increase the job satisfaction of your
employees by considering their preferences and suitability for their jobs. In this way, you can ensure that
employees in all functional areas of your company are always qualified to the required standards.
The personnel development requirements of an organization are determined by comparing the current or
future working requirements with the qualifications (and preferences) that your employees already have.
The aim of a development measure can be specific (for example, an employee is to be transferred to a
specific post), or more general (for example, ensuring that employees are sufficiently qualified to keep
up with technical developments).
Qualifying actions (training courses, job rotation, etc.) can be grouped together into development plans
(e.g. trainee program for sales staff). This is referred to as a general development plan because it
applies to employees in general. These general development plans can be tailored to the needs of
individual employees.
An employee's performance and behavior can be appraised. The results of such an appraisal can supply
information for planning the employee's further career development.
Favorites
Personnel management > Administration > HR Master Data
Activity group SAP_HR_LINEMANAGER_PD
For organizational unit
Personnel Development
Profile
Display
Change
Planning
Career
Succession
Individual development
Info system
Reports
Reporting tools
Settings
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Gen. settings
Plan version 01 Current plan
.
Structural access
Org.unit 50000050
Name Purchasing
Relevant functionality
SAP AG 1999
in Personnel Development
The Planning for Organizational Unit function allows you to restrict your view to one organizational
unit. You can access the relevant change, display, and reporting functions of Personnel Development
directly.
You can specify a permanent default organizational unit in user parameter PEO. You can also specify
one temporarily by making user specific settings in the Personnel Development menu. These user
specific settings make data entry faster and more user friendly.
Other Personnel Development parameters:
- PEH: Disregard depreciation meter PEM: Include essential requirements
- PES: Include alternative quals POP: Plan version
- PEO: Specify default org. unit BEG/END: Start and end date
If you do not change these user parameters, you can ensure that all of the data evaluations performed by
one user have been performed using the same settings (and, consequently, that they can be compared
with each other).
Requirements
List of skills and experience
required in order to be
suitable for a job, position,
task, or work center. Profile Matchup
Job Person
Qualifications
List of skills that make an
employee suitable for a job,
position, task, or work center.
Qualification Requirement
SAP AG 1999
Qualifications can, for example, be assigned to employees and positions. However, if, for example, a
qualification is assigned to a position, it is referred to as a requirement.
All qualifications (and requirements) are stored in a central catalog. In fact, qualifications and
requirements are the same objects - they are referred to by different names to show how they are applied.
This means that it is possible to compare an employee's qualifications against the requirements defined
for a position.
Qualification group
Catalog
Catalog
Language
Language Programming
Programming
skills
skills languages
languages
French
French English
English
language
language skills
skills language
language skills
skills Knowledge
Knowledge Knowledge
Knowledge Knowledge
Knowledge
of
of C++
C++ of
of C
C of
of ABAP
ABAP
Business
Business Technical
Technical
English
English English
English 100% alternative qualification
Qualifications
SAP AG 1999
The qualifications catalog contains all the qualifications (object type Q) that are of interest to an
organization. The qualifications catalog contains qualification groups and qualifications.
Qualification groups are used to structure the qualifications catalog. A qualification group can contain
other qualification groups, and qualifications. Qualification groups have object type QK.
Qualifications can contain other qualifications. Qualifications are assigned to persons, jobs, positions,
etc.
You can create your own quality scales so that you can record the proficiencies of qualifications. The
user defines the number of entries on a scale, and the proficiency texts that you want to use.
You must assign a proficiency scale to every qualification group. This scale is then passed on
(inherited) to the qualifications of the group in question.
You can assign one or more alternative qualifications to a qualification. The relationship that is created
is bi-directional (if A is an alternative to B, then B is also an alternative to A). You can also specify the
extent to which one qualification replaces another as a percentage value.
You can only define qualification A as an alternative to qualification B if both A and B use the same
scales. (If they use different scales, then presumably they are so different that they could not be used as
alternatives anyway). If qualifications have different scales, they cannot be compared against each other.
Help
Add Display path
General technical knowledge
Artifical intelligence Business French language skills Native speaker
Business process technology
Industrial skills Business Process Technology Good
Knowledge of Inventory management
Knowledge of PC hardware technique HR Personnel Admin. Functionality Adequate
Knowledge of electronics
Knowl. Career and Succession Planning Poor
Knowledge of Materials
MSDS - Technician Perceptive ability Poor
Manufacturing
Mechanical skills
Production of paints and car parts
Quality management
Security requirements
Knowledge of computer science
Knowledge of engineering
SAP AG 1999
A
A person
person has
has subprofiles
subprofiles
Who made
last change
Notes
SAP AG 1999
You use a profile to store special information about a person. Every profile contains some standard
information (such as name, date of birth, and so on), and a number of subprofiles (qualifications,
potentials, for example).
The Qualifications subprofile is used to store information about a person's skills and abilities. You use
the qualifications catalog to create this subprofile.
The Potentials subprofile is used to store forecasts regarding a person's suitability and development
potential.
The Preferences subprofile is used to store information on how a person envisages his or her own
professional development. The Dislikes subprofile is used for the same purpose.
A
A position
position has
has requirements
requirements
Inherited
Requirements
SAP AG 1999
The Requirements subprofile is used to store typical requirements (including type of requirement, and
proficiency) for jobs, positions, and so on. You use the qualifications catalog to create this subprofile.
Essential requirements are requirements that are mandatory (that is, they must be met). You can use this
as a criterion when you try to find suitable persons for a position, for example. In this case, the system
will only select persons who fulfill all essential requirements.
The requirements of a job are passed on to the positions created by the job in Org. Management.
Any additional requirements can then be defined specifically for the position.
Restrict
selection to
Find Objects for Qualifications
Selecting Qualifications: specific object
types
Individually from the
Qualifications Restrict to object types Restrict further
qualifications catalog
Qualifications required
Transfer entire Name Essential reqt Option Proficiency Maximum
qualifications/ Business Process Technology Average
requirements profiles Communication Very good
General Office Administration Excellent
Combine both the General commercial education Good
For each object
HR Management skills Adequate
above options Adequate type, restrict
Knowledge of computer hardware
Knowledge of database systems Adequate selection further
Knowledge of payroll accounting Excellent
to specific
Very good
objects (for
The following can be example, the
selected for each persons in an
qualification: organizational
unit)
Essential requirement Add qualificatios/requirements from
flag Job 50004051 HR developer
SAP AG 1999
You can use this evaluation to find objects (persons, applicants, companies, and so on) with specific
qualifications. You can specify the exact proficiencies required for each qualification, and define criteria
to restrict the search to fewer objects.
Use this evaluation if you want to:
Find persons with specific qualifications
Select applicants with the appropriate qualifications
Identify companies or customers that fulfill specific criteria
Identify members in a team in a specific organizational unit who would be suitable for a particular
project
Identify employees in a personnel area who are overqualified or underqualified in certain respects
The system outputs a list of objects that fulfill the selection criteria specified.
For more information, refer to the SAP Library (Human Resources PA Personnel Management
Personnel Development Qualifications and Requirements Finding Objects for Qualifications).
This evaluation is also used in the Recruitment component.
Persons, Applicants,
Job, Position, ...
Users, ...
Qualifications Requirements
Over/under-qualification
Alternative qualifications
Graphical display
Further training proposals
Qualification deficits
Development Plans
.......
SAP AG 1999
Profile matchups allow you to compare qualifications and requirements with each other. You can include
as many objects as you please in a profile matchup.
If you use the SAP Training and Event Management component, you can use the Generate training
proposals function to have the system propose suitable training courses (business events) to rectify any
qualification deficits that become apparent when you perform a profile matchup. You can make direct
bookings onto these business events and development plans.
You can use the Qualification deficits only function to restrict the profile matchup results list to objects
that have qualification deficits (that is, the qualification is lower than requirement or the qualification
does not exist).
2D view 3D view Groups Left Sel. Up Sel. Down Right First selection
0
Helena Camino 00 asst
Knowledge of multimedia Verbal, written comm, skills Pace of work
Willingness to assume Independ. And Initiatives Adaptability
responsiblit Bus. Eng. Language skills Work conduct and general
Leadership skills conduct
Knowledge in Wordprocessing/
SAP AG 1999 Windword
If different scales appear in a profile matchup, they are standardized so that they can be compared
against each other.
The system also has a graphical display option for profile matchups.
Word for
Windows
Word for
Organization Organization Prebook Windows
5/1 - 5/5
Word for
Word ? Book Windows
6/11 - 6/15
SAP AG 1999
Should a qualification deficit arise, you can have the system automatically propose a business event that
will eliminate this deficit.
If a business event is available, you can book the person onto this event directly. If not, you can create
prebookings to indicate that the person would like to attend a business event of this type.
Please note, you can also enroll an employee into a business event through a development plan.
SAP AG 1999
SAP AG 1999
Sometimes employees want to do something different and change their role in the company. In Career
Planning, the system proposes the jobs that would be suitable for an employee. You can display
positions also, and in this way find out if there is a requirement at present. Vacancies and staffing
periods are listed for the positions.
If a position is vacant, a suitable successor will have to be found. Succession Planning proposes persons
who might be suitable for the position.
Qualifications
Preferences
Career Planning
Potentials
Designations
and
Succession Planning
Dislikes
Career
SAP AG 1999
Career planning and succession planning scenarios are based on the qualifications, preferences,
potentials, careers, dislikes, and designations entered in the system. This information is stored in
subprofiles.
Note:
Career models (careers) can (but do not necessarily have to) be used for personnel development
purposes.
Commercial
Head Department career
Manager
Department
Manager
Marketing Sales
Employee Assistant
Administrator
SAP AG 1999
Careers are generalized paths within an organizational structure (that is, they do not refer to specific
persons). Careers represent the main personnel development paths within an organization, and can be
used as a basis for implementing the Career and Succession Planning component.
A career contains a number of jobs and/or positions, and can extend across all of the organizational units
in an organization. Careers are objects in their own right. There is no limit to the number of careers you
can define within an organizational structure.
Careers are displayed and edited using SAP Network Graphics.
Career items are organized so that the items lowest in the hierarchy appear at the bottom. Items from the
same hierarchy level appear beside each other.
SAP AG 1999
Time
Time Organizational
Organizational
Management
Management Management
Management
Materials Personnel
Personnel
Materials
Management Administration
Administration
Management
Training
and Event
Cost
Cost Management Personnel
Personnel
Accounting
Accounting Development
Development
Sales
Sales and
and R/3
R/3 Appointment
Appointment
Distribution
Distribution Calendar
Calendar
SAP
SAP Knowledge
Knowledge
Management
Management
SAP AG 1999
Integration with other Application components enables direct and efficient exchange of data that can be
further processed in Training and Event Management:
Organizational Management Organizational units can be booked as attendees and can organize
business events
Personnel Administration Persons from the HR master data record can be booked as attendees or
as instructors
Time Management Attendance records are stored and compatibility/availability checks can
be carried out for internal attendees and instructors
Personnel Devealopment Qualifications can be checked and transferred; use of appraisal system
Cost Accounting Attendance fees and instructor fees can be settled with Internal
Activity Allocation
Sales and Distribution Attendance fees can be billed; customers and contact persons can be
booked as attendee types
Materials Management Materials from the Material Master can be reserved as resources for
business events; purchase requisitions and material reservations can be generated
Appointment calendar calendars of internal employees are automatically maintained for event
attendance or instructor function
SAP Knowledge Warehouse Links to all Info objects in SAP Knowledge Warehouse (Training
course materials, CBTs, etc.
The business event preparation phase is the prerequisite for all of the subsequent activities carried out in
Training and Event Management. In this phase, you create data such as time schedules, locations,
resources, and of course, the business event groups and types that form the basic framework for your
business event catalog.
You then create your business event catalog: you schedule definite dates for events, you create events
with or without resources, and you plan events based on the demand that exists for them.
Once you have created your business event catalog, you can carry out day-to-day activities for the
events. You can make bookings for both internal and external attendees, prebook attendance, replace
bookings, rebook and cancel attendance. The accompanying correspondence is available for output for
each of the activities.
Recurring activities refers to activities that occur periodically such as firmly booking events, locking and
unlocking events, cancellation and follow-up processing.
There is an extensive array of reports available for the various areas of Training and Event Management.
Reserve Resources:
Reporting: Resource Menu
Information menu
Booking activities:
Attendance menu
Billing/cost allocation:
Business Event menu
Firmly book business event:
Business Event menu
Follow-up processing:
Business Event menu
SAP AG 1999
This schematic illustration shows you which dynamic menu to choose to carry out the various functions
and activities in Training and Event Management.
The user-friendly, intuitive interface of the dynamic menus, coupled with the extensive functions they
contain, guarantee that you always retain the most up-to-date overview of your planning data and
provide you with a clearly structured environment that makes data maintenance faster and more
efficient.
St Walldorf
t
Location
Plan specifications
Date proposals
1998
Resource reservaton
Reservation plan
Holiday calendar
SAP AG 1999
You plan business events in the dynamic Planning menu. You use the Plan function when you want to
create multiple event dates simultaneously based on the demand that exists for them. You can plan as
many events as you want in a given time period. You can take account of various time-related conditions
and resource availability.
The planning process comprises two steps:
- Specification or determination of business event demand
Demand can be calculated automatically on the basis of the prebookings received for the event type
to date, the bookings made the previous year, or the demand figures from the previous years
planning. Alternatively, you can specify demand manually.
- Planning business event dates
The system determines a number of date proposals for the event you want to plan taking your
calendar and resource specifications into account.
In the event that resource requirements are not fully covered on the proposed dates, you can make
manual adjustments to the reservation data.
The reservation plan provides you with a clear overview of the reservation status of individual
resources.
Language
Language Business event group
Courses
Courses
Spanish
Spanish English
English
Courses
Courses Courses
Courses
Beginners
Beginners Advanced
Advanced Advanced
Advanced
Spanish
Spanish Spanish
Spanish Spanish
Spanish
7/5
7/5 -- 7/8/00
7/8/00 9/20
9/20 -- 9/23/00
9/23/00 10/18
10/18 -- 10/21/00
10/21/00
SAP AG 1999
The business events on offer are organized into a hierarchical structure (the business event hierarchy)
comprising business event groups and business event types.
A business event group is a coherent grouping together of business events types with similar
characteristics. You can also combine several business event groups into a single business event group
(in other words, business event groups can be structured hierarchically themselves).
A business event type is a generalized description of a business event. You do not define specific dates
for a business event type. Business event types are assigned to business event groups.
A business event is a specific occurrence of a business event type on a specific date. A business event
inherits all of the characteristics of the business event type in question.
Attendance bookings are made for specific business events.
Settings/views
Key
Abbreviation
Additional info
Selection criteria
Initial access or
English
English Courses
Courses overall view
Period
Beginners English Language
Advanced English
Right Mouse Click
07/05/1999 - 07/08/1999 Advanced English on Business Event
09/20/1999 - 09/23/1999 Advanced English Book
10/18/1999 - 10/21/1999 Advanced English Book list
Display
11/08/1999 - 11/11/1999 Advanced English
Attendee List
Business English Cancellations
Time Schedule
Technical English
Resources Link
Knowledge Link
SAP AG 1999
The data you create in your business event hierarchy is presented in a clearly structured way in the
dynamic menus. For example, the display of a business event group includes the underlying event
groups, event types, events, and attendees. At the level of the business event itself, the traffic light icon
provides you with information on the availability of places.
By defining filters and selection criteria, you can regulate in more detail the information displayed. For
example, you can specify a particular business event language, planned events only, or canceled events
only.
Prerequisite:
A structure comprising business event groups and types must exist.
By right mouse clicking on any object in the dynamic menu structure you access all functions that are
possible for the respective object (see example for Business Event).
SAP AG 1999
You can initiate a search for any object that exists in the dynamic menu structure, such as event types,
events, attendees, resources, and resource types (in the dynamic resource menu and the master data
catalog), by choosing the binoculars icon in the menu bar.
It is not necessary that the structure is expanded for the search.
There are additional search options for some objects:
In the case of business event types, you can search on the description and also search on the basis of
objects related with the event type. You can for example search for a business event type by
specifying a certain qualification imparted or presupposed by it (see slide). Similarly, you can specifiy
the target audience to find the event type.
In the case of attendees, you can initiate an object type-specific search. For instance, you can search
for customers that are booked for events.
In the case of resources, you can initiate an object type-specific search in the master data catalog. For
example, you can search specifically for external instructors.
If the system finds multiple objects, it displays these for selection in a dialog box.
Once you select an object from the list or if only one object is found in the search, the structure of the
pertinent root object is expanded down to the respective object. The cursor is automatically positioned
on this object and the line is highlighted.
Attendance
Book
Cancel
Prebook
Rebook
Replace
SAP AG 1999
The dynamic attendance menu enables you to use the functions associated with attendance bookings. In
other words, you can use all of the functions for day-to-day attendance booking activities.
In the dynamic attendance menu you can:
- Book attendances
- Prebook attendances
- Replace attendances
- Rebook attendances
- Cancel attendances
- Book attendance lists
You can use functions in the attendance menu at the following three levels:
At the business event type level, you can use the Prebook functions..
At the business event level, you can use the Book function.
At the attendee level, you can use the Rebook attendance, Cancel, and Replace functions. You can also
book at this level. If you do so, all of the dates that have been defined for the business event type are
proposed - just like at the business event type level.
Attendee Types
Person Applicant Organizational unit
User Contact person Customer
External person Company Interested party
Bookings
Take capacity into account
Prioritize
Checks 1999
1999
Availability (is the instructor already reserved 1 2 3 4
for another event?) 5 6 7 8 9 10 11
12 13 14 15 16 17 18
Time conflicts (attendances/absences) 19 20 21 22 23 24 25
Prerequisites (business event types, 26 27 28 29 30 31
qualifications)
SAP AG 1999
If you want to register attendees for a business event, you book these attendees for the business event.
You can book individual attendees for the attendee types: person, user, external person, applicant and
contact person (single bookings) or you can book group attendees for the attendee types: company,
organizational unit, customer or interested party (group bookings).
You can book the different attendee types with different priorities, this is done using the booking
priority. You can use the booking priority to control whether the booking is an essential booking, a
normal booking or a waiting list booking. Once the optimum number of attendees (capacity) is reached,
you can only make essential bookings. Once the maximum number of attendees is reached, you can only
make waiting list bookings.
When you make a booking, a check is run to see whether an attendee is also an instructor on another
course at the same time and, as a result, cannot attend the course. A check is also run to see if attendance
of one course overlaps with attendance of another.
If integration with the Time Management component is active, the system checks if the person is
available during the period in question. If the attendee being booked is an object of the type Person, the
corresponding attendance records are written to Time Management.
If desired, a check can also be run to see whether the attendee has attended the prerequisite business
events and/or attained the required qualifications to attend the event.
The Correspondence function enables you to output various notifications to business event attendees.
You can use a variety of output media such as printer, fax, screen, or e-mail.
Correspondence can be triggered automatically when certain functions (for example, Book attendance or
Cancel attendance) are executed. In Customizing, you define which output options should be used.
You can also trigger correspondence manually from the menu. You can trigger attendance-related
correspondence from the Attendance menu (and, of course, from the main Training and Event
Management menu). You can select the output medium on the data screen. On the screen that follows
this, enter the business event for which the correspondence is to be displayed, and execute the function.
The correspondence history is created for all correspondence (and output) in connection with activities in
SAP Training and Events that require notification. You can use this history to check what
correspondence has been sent to which recipients for which activities. The history also records who
triggered the correspondence output and when.
Complete Attendee
Appraisal
SAP AG 1999
You can perform follow up activities once a business event has started.
Prerequisites:
- The status of the business event must be firmly booked
- The business event must not be canceled
- The business event must not have a historical record flag (see below)
Follow-up activities include the following:
- Transferring the skills imparted by a business event as qualifications to its attendees
- Deleting all attendance bookings
- Creating a relationship between the business event type and the attendee
- Historically recording the business event
- Printing attendance confirmations
Note: Which of these activities are performed will depend on the settings you have made in Customizing
for the Procedure infotype (1030). You can maintain this infotype for each business event type.
Caution: Once a business event has been historically recorded, you cannot undo this. In other words, you
cannot change business events if they have historical records!
SAP AG 1999
The dynamic Information menu enables you to report on attendances, resources, and business events
directly from any level of the structure.
The advantage of the dynamic Information menu is that you do not have to enter the selection data for
the reports manually. The relevant data is taken directly from the structure.
If, for example, you want to find out the status of resource reservations for a particular business event,
you simply position the cursor on the relevant event, and run the report Resource list per business event.
You can generate a business event brochure that contains all of the business events on offer, or you can
create a brochure for specific business event groups or business event types. This business event
brochure can then be exported to Microsoft Word.
Delivery
Front end SAP HR
Knowledge
content
Training
SAP Information
Knowledge ...
Web interface Warehouse
Discussions
Web Service requests
server Cache server
SAP AG 1999
This new infotype lets you create links from business events and business event types in Training and
Event Management to all of the info objects contained in SAP's Knowledge Warehouse (Info Database
Version 4). You can create links to SAP training materials, the complete online documentation, or the
SAP Library.
This new link option means that you can, for example, now link a business event with the training
materials used to teach it.
You can display the info object linked with events and event types from all of the Training and Event
Management Employee Self-Service applications (List of Events, View Attendance, Book
Attendance, and Cancel Attendance).
The Knowledge Link is an infotype that you can create for business event types and business events in
Training and Event Management. See also Link (PE_80_060): Knowledge Link (Infotype 1062)
Knowledge link provides:
Access to all info objects in SAP Knowledge Warehouse (documents, PowerPoint slides, graphics,
videos, screencams, CBTs, hyperlinks ...)
Linking of all info objects with the respective business event type or business event
Display of the info objects links in all TEM Employee Self-Service applications
HR050
Common Group Communication c
IDES - Company Training
Organization / pla
Management techniques
Info Status Bus. event Related Personnel
50013560
50014338 Management contents
SAP AG 1999
SAP AG
Using the Knowledge Link infotype (1062) you can associate business events in Training and Event
Management directly to related materials in the SAP Knowledge Warehouse.
SAP AG 1999
Apprenticeship
Job Rotation
Further Training
Individual Plans
SAP AG 1999
Work center
Position
Appraisals
SAP AG 1999
Development plans are created and stored in the development plan catalog. You can create generalized
development plans which can then be used as a blueprint for creating measures within individual
development plans. Every development plan contains several development measures (items) as well as
information on the sequence in which these items should be passed through, how much time should be
spent on one particular item, and so on.
Examples of development plan items:
- Attending a business event
- Staffing a position
- Being deployed in an organizational unit
- Spending time at a particular location
You can structure the catalog by defining development plan groups. A development plan group is a
coherent grouping together of development plans with similar characteristics.
You use a graphical interface to create development plans.
You can create an individual development plan for each employee, and add to this plan constantly. One
way of doing this is to copy generalized development plans from the catalog, and then tailor these plans
to individual employees.
Trainee Program
Introductory Program
1. 2 days
SAP AG 1999
Development plan items can run in parallel to each other. You can specify the following information for
an item:
- Its duration in years, months and days
- Where the item occurs in the sequence
- Whether the item is optional or mandatory
You can also specify that a specific number of items within the same step are mandatory without
specifying precisely which ones (for example, at least one of the three items must be completed).
- All items Item type Name State Start date End date
Bus. Event type Manage. Tech. Completed 23.06.1999 29.11.1999
- Single items Bus. Event type Commun. Class Completed 23.06.1999 29.11.1999
Organ. Unit Prod. Mark. Current 23.06.1999 29.11.1999
Position Planned 23.06.1999 29.11.1999
The following can Dir. Of Corp Ser.
Appraisal model Planned 23.06.1999 29.11.1999
Atten. App.
be defined for
every item, and the
corresponding
general
development plan :
- State
- Validity
- Notes Item selected
Step: 0 Duration: 0 Days 0 Months 0 Years
SAP AG 1999
An individual development plan is used as an instrument for planning and managing the personnel
development measures of an individual employee.
General development plans can be added to individual development plans to reflect the current
requirements of employees. The Individual Development Plan screen is used to tailor general
development plans to individual persons.
The general development plan is displayed as a graphic. You can insert items into the individual plan
simply by double-clicking. Items already selected are flagged correspondingly in the graphic.
As of Release 4.6, appraisal models can also be included as development plan items.
For more information, refer to the SAP Library (Human Resources PA Personnel Management
Personnel Development Development Plans Individual Development Plans).
SAP AG 1999
360 feedback
Performance
appraisals
appraisals
Surveys
Appraisees
Appraisers
SAP AG 1999
The Appraisal Systems component is a personnel development instrument that can be used to obtain
information on the characteristics, behavioral traits and performance of members of your organization
and form the basis for planning and making decisions that apply both to individuals, and to
organizational members in general. Appraisals can also be used to monitor the success of human
resource measures that have already been implemented. As a personnel development instrument,
therefore, they can be used both to evaluate the past, and plan for the future. It is also possible to use the
system to perform anonymous appraisals.
The Appraisal Systems component provides you with functionality for defining appraisal systems, and
for planning, performing and analyzing appraisals. An appraisal system is a self contained process which
enables you to make formal and standardized employee evaluations in a business context using one or
more templates (appraisal models). This gives greater objectivity in the employee evaluation process.
Examples of appraisal systems you can map in the Appraisal Systems component include:
- 360 feedback appraisals: appraisals that draw on diverse sources (supervisor, peers, and self-
appraisals)
- Performance appraisals: appraisal of an individual employee
- Formalized work evaluation: certificates of employment, for example
- Surveys and questionnaires: employee opinion polls, for example
Person
Person is Person is
appraisee appraiser
Bezeichnung
Name Status Proficiency Start
SAP AG 1999
The appraisals that a person has held, and the appraisals to which a person was subjected can be viewed
in the persons profile.
The Appraisals where appraisee subprofile is used to store appraisals where the person was the
appraisee, whereas the Appraisals subprofile is used to store appraisals where the person played the role
of appraiser.
You can also use these subprofiles to create new appraisals, and edit existing ones.
Appraisal is
prepared and
Prepare Appraisal - Perdormance Appraisal 99/1 conducted on
one screen
SAP AG 1999
You can now prepare and conduct individual appraisals on a single screen.
This, together with the user-specific settings for appraisals (see Personnel Development Personnel
Development (General) User-Specific Settings), means that you can now work through appraisals
much faster and with greater ease.
By choosing the More appraisers and More appraisees pushbuttons, you can execute additional
functions such as Create more appraisers/appraisees, Change object type, Anonymous appraisers, and
so on.
During the preparation phase of an appraisal, the upper section of the screen is active. As has been the
case up to now, the preparation of the appraisal can be saved, changed again, and closed.
When the appraisal is actually being held, the lower section of the screen is active.
For more information, refer to the SAP Library (Human Resources PA Personnel Management
Personnel Development Appraisal Systems Appraisal Creation).
Appraisal models are managed in the appraisals catalog, which is a hierarchical tree-like structure.
The following objects are stored in the appraisals catalog:
- Appraisal models
- Criteria groups
- Criteria
An appraisal model is a set of criteria and, if applicable, criteria groups. It is used as a basis for creating
real-life appraisals.
Criteria are the characteristics that are to be appraised as part of the appraisal.
Criteria can be grouped together into so-called criteria groups
Qualifications can be appraisal criteria.
Preparation Appraisal
completed performed
Perform
appraisal
SAP AG 1999
Ideally, the appraisal process is a cyclical process that can be mapped using statuses. As a user, you will
only be able to identify this process by the way the user interface is designed:
1. Preparation of appraisal
The first step in the process involves preparing the appraisal. At this point, you define planning data
such as the period to be appraised, and the objects involved in the appraisal. As a basis for planning,
you can have the system propose data from an appraisal that has already been completed. When you
complete your preparations, this takes you to the next step in the process.
2. Holding of appraisal
This is where the appraisee is given ratings. The date on which the appraisal is held is recorded. You
can store text notes for each individual appraisal element. When you have held the appraisal, this takes
you to the third step in the process.
3. Completion of appraisal
This involves saving the appraisal with an historical record so that it can no longer be changed.
Evaluate appraisals
Appraisal model All Without appraisal Display existing
Period appraised 01.01.1900 - 24.06.1999 Appraisal status
Appraisers All In preparation In process
AND Completed Approved Rejected
Appraisees Lothar Loewe
Anne Albert Indiv. And Subappraisals
Mathias Schonecker multisource appraisals
Gerd Stumm
Appraisal Without appraisal All appraisals
Individual and overall appraisals
Appraisers Appraisers Status Appraisal Type of Appraisal Start date End date
SAP AG 1999
You can restrict your evaluation to objects that have not been appraisees or appraisers, or you can
evaluate objects with and without appraisals at the same time.
Objects can also have the status Without appraisal. This status always refers to a specific data
selection period, and is never ambiguous - that is, a given object has either been an appraisee (perhaps
several times), an appraiser, or neither).
You can also display any appraisals that already exist. This means, for example, that you can
determine who has already been appraised, who has been an appraiser, who has been neither, and what
the appraisals in question are (if there are any).
The evaluation for appraisals also contains two new selection criteria based on the appraisal statuses
Approved and Rejected. See: Personnel Development Workflow Approval of Appraisals.
For more information on the reporting options available for appraisals, refer to the SAP Library (Human
Resources PA Personnel Management Personnel Development Appraisal Systems Appraisal
Evaluations).
The results of the evaluation are output via the ABAP List Viewer. No further editing options can be
accessed directly from the output list. For more information on editing appraisals, refer to Personnel
Development Appraisal Systems Editing Appraisals.
SAP AG 1999
SAP AG
1-2 Create the following qualification groups and qualifications in the qualifications
catalog:
1-2-1 Qualification group: Languages Group ##, language scale (1-4)
1-2-2 Qualification group: PC skills ##, Yes/No scale
1-2-3 Qualification: Italian ##
1-2-4 Qualification: Spanish ##
1-2-5 Qualification: MS Word ##, depreciation meter value: 3 years
1-2-6 Qualification: SAP skills ##, depreciation meter value: 2 years
1-3 In Personnel Development, create a qualification profile for employee Jose Vega
(50992##) using the Search term option to locate the appropriate qualifications. Assign
the qualifications to Mr. Vega as of the beginning of the current year:
1-3-1 Multimedia skills, proficiency Good
1-3-2 Desktop Publishing skills, proficiency Average
1-3-3 Adaptability, proficiency Average
(C) SAP AG HR050 6-50
1-3-4 Willingness to assume responsibility, proficiency Good
1-3-5 Ability to work independently, proficiency Good
1-3-6 SAP skills ##, proficiency Yes
1-3-7 Italian ##, proficiency Fluent
1-4 Mr. Vega holds the position ##-Administrator in the ##-Administration department. In
addition to the requirements inherited from the corresponding job, define the following
requirements for the position.
1-4-1 Requirement: SAP skills ##, proficiency Yes
1-4-2 Requirement: Italian ##, proficiency Fluent
1-5 Match up the profile of Jose Vega and the position ##-Administrator (in the ##-
Administration department) and generate a training proposal for him.
1-5-1 View the matchup graphically.
1-5-2 To fulfill the deficit identified in the Profile matchup, book Mr. Vega in the
Communication class occurring in two months.
2-1 Use career planning to determine which positions within the organization that Mr.
Vega has qualifications for as of the beginning of the current month.
2-2 Use succession planning to determine who has the qualifications to fulfill the ##-
Administrator position if Mr. Vega transfers to a new position.
3-3 Use the Information system Attendance reports to identify all of the training courses
Mr. Michael Maier (personnel number 1900) has ever been booked into by executing
the Attendee training history report.
4-1 List several different type of items that might be found in a development plan for an
employee.
___________________________________________________________
___________________________________________________________
___________________________________________________________
___________________________________________________________
4-2 Create an individual development plan for Jose Vega for the Trainee Program
Administration model development plan starting on the first day of the current month.
4-2-1 Transfer all mandatory items associated with the model development plan to his
individual development plan and indicate that they are planned.
4-2-2 Indicate that the Organization / planning item is planned for Mr. Vega.
4-2-3 Indicate that the Communication class item is completed for Mr. Vega.
5-1 Helena Camino is preparing the appraisal for Jose Vega using the appraisal type
Appraisal (HR050).
5-4 Utilize the Report appraisal for Jose Vega for the appraisal type Appraisal by
Manager (HR Classes) and the status complete.
1-2 Create the following qualification groups and qualifications in the qualifications
catalog:
Activity group SAP_HR_LINEMANAGER_PD_AG Change Qualifications
Catalog
Select the Create icon.
1-2-1 Qualification group: Languages Group ##, language scale (1-4)
Enter Languages Group ## and select Language scale (1-4) in the Scale field.
Select the Save icon in the Change qualification catalog pop-up box.
Select the Create icon in the Change qualification catalog pop-up box.
1-2-2 Qualification group: PC skills ##, Yes/No scale
Enter PC skills ## and select Yes/No scale in the Scale field.
Select the Save icon in the Change qualification catalog pop-up box.
Select the Cancel icon in the Change qualification catalog pop-up box.
1-2-3 Qualification: Italian ##
Select Languages Group ## and select the Create icon.
Select Qualification in the Create pop-up box.
Select the Transfer/Enter icon.
Enter Italian ## and select the Save icon.
1-2-4 Qualification: Spanish ##
Select the Create icon.
Enter Spanish ## and select the Save icon.
Select the Cancel icon in the Change qualification catalog pop-up box.
1-3 In Personnel Development, create a qualification profile for employee Jose Vega using
the Search term option to locate the appropriate qualifications. Mr. Assign the
qualifications to Mr. Vega as of the beginning of the current year:
Activity group SAP_HR_LINEMANAGER_PD_AG Personnel Development
Profile Change
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega (50992##) in the Person field and the
first day of the current year in the Key date field.
Select the Execute icon.
Select the Qualification tab, then select the Create icon.
1-3-1 Multimedia skills, proficiency Good
Select the S: Search term tab and enter Multi in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Knowledge of Multimedia in the
Qualification pop-up box and select Copy/Enter icon.
Enter Good in the Proficiency field.
1-3-2 Desktop Publishing skills, proficiency Average
Select the Create icon.
Select the S: Search term tab and enter Desk in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Desktop Publishing Skills in the
Qualification pop-up box and select Copy/Enter icon.
Enter Average in the Proficiency field.
1-3-3 Adaptability, proficiency Average
Select the Create icon.
1-4 Mr. Vega holds the position ##-Administrator in the ##-Administration department. In
addition to the requirements inherited from the corresponding job, define the following
requirements for the position.
Activity group SAP_HR_LINEMANAGER_PD_AG Personnel Development
Profile Change
1-5 Match up the profile of Jose Vega and the position ##-Administrator (in the ##-
Administration department) and generate a training proposal for him.
Activity group SAP_HR_LINEMANAGER_PD_AG Personnel Development
Info system Reports Profile matchup
Enter the personnel number for Jose Vega in Person field and the ##-Administrator in
##-Administration department in the Position field.
Select the Generate training proposal indicator.
Select the Execute icon.
1-5-1 View the matchup graphically.
Select the Graphic icon.
1-5-2 To fulfill the deficit identified in the Profile matchup, book Mr. Vega in the
Communication class occurring in two months.
Select the Training proposal icon for the Communication class.
Select a class that is available in two months.
Select the Book button.
2-2 Use career planning to determine which positions within the organization that Mr.
Vega has qualifications for as of the beginning of the current month.
Activity group SAP_HR_LINEMANAGER_PD_AG Personnel Development
Planning Career
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega in the Person field and the first day of
the current month in the Key date field for the Evaluation period.
Select the check box for the Include qualifications.
Select the Execute icon.
2-3 Use succession planning to determine who has the qualifications to fulfill the ##-
Administrator position if Mr. Vega transfers to a new position.
Activity group SAP_HR_LINEMANAGER_PD_AG Personnel Development
Planning Succession
Use the drop down menu to select Position if necessary.
Enter the ##-Administrator in the Position field and the first day of the current month
in the Key date field for the Evaluation period.
Select the check box for the Include qualifications.
Select the Execute icon.
3-3 Execute the Attendee training history report for Michael Maier (personnel number
1900).
Activity group SAP_HR_TRAINDEV_SPECIALIST Training and Event
Management Info system Reports Attendance Attendees
training history
Enter 1900 in the Attendee field.
Select the Execute icon.
4-2 Create an individual development plan for Jose Vega for the Trainee Program
Administration model development plan starting on the first day of the current month.
Activity group SAP_HR_TRAINDEV_SPECIALIST Personnel Development
Planning Individual development
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega in the Person field, select the Trainee
Program Administration (50014923) in the Model Development Plan field and the
first day of the current month in the Planning start date field.
Select the Change icon.
4-2-1 Transfer all mandatory items associated with the model development plan to his
individual development plan and indicate that they are planned.
Select the Transfer Mandatory items button.
Set the status for mandatory item Economics as Planned.
4-2-2 Indicate that the Organization / planning item is planned for Mr. Vega.
Set the status for item Organization / planning as Planned.
4-2-3 Indicate that the Communication class item is completed for Mr. Vega.
Set the status for item Communication class as Completed.
Select the Save icon.
5-4 Utilize the Report appraisal for Jose Vega for the appraisal type Appraisal (HR050)
and the status complete.
5-4-1 Select the appraisal model Appraisal (HR050).
5-4-2 Set the Object Type buttons to Person, and enter Helena Camino (50991##) as
the Appraiser and Jose Vega (50992##) as the Appraisee.
5-4-3 Enter any other selection criteria of your choice and the appraisal status
Completed.
(C) SAP AG HR050 6-64
5-4-4 Select Perform.
Contents:
z Compensation Management Functionality
z Job Pricing
z Salary Surveys
z Budgeting
z Components of Compensation Process
z Compensation Administration
z Long Term Incentives
SAP AG 1999
SAP
SAP AG 1999
AG
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
SAP AG 1999
SAP AG 1999
Favorites
Create sales order
Yahoo
Expenses
Spreadsheets
Activity group SAP_HR_COMP
Compensation management
Administration
Adjustments menu
Compensation Guideline
Long-term incentives
Job Pricing
Pay Scale Changes
Budgeting
Information system
Environment
SAP AG 1999
y Compensation roles can include the Compensation Line Manager, the Compensation Specialist or a
Human Resource Administrative Clerk
y A line manager may work in any area of the company. Typical tasks for the line manager would
include budgeting, compensation administration, reporting and evaluating compensation related data.
y The compensation specialist develops and directs the implementation of compensation programs, such
as salary and bonus programs as well as long-term incentives. The compensation specialist has his/her
own user menu that contains the tasks that he/she typically performs.
y The Administrative Clerk performs all types of administrative tasks and data entry. The compensation
data typically covered in their user role would include maintaining personnel records, maintaining
compensation data, performing pay scale changes and running compensation related reports.
Personnel
Development
Appraisal results
Payroll
Organizational
Management
Personnel
Who? Administration
- which department
- which jobs, What?
positions - Salary
- Bonus
Workflow Compensation
Management
- Approvals
How
- Activation
- Mass Maintenance
- Individual Maintenance
SAP AG 1999
ob
JJo Pri
bP ing
riccin g
BU
BU O
O
BU
BU O
O
Bu
B dg
ud ng
geetitin g BU
BU O
O
BU
BU O
O
BU
BU O
O
BU
BU O
O
Co
C mp
om peen on
nssaatitio n
Ad
A dm istr
inis
min on
traatitio n
SAP AG 1999
The Compensation Management component controls and administers your organization's compensation
policies. This component provides a centralized view of the compensation policies as well as a control
mechanism to administer these policies. You can also use it to perform compensation planning and
budgeting and to perform decentralized compensation administration.
Compensation Management is made up of different areas
Within Compensation Management, you can perform job pricing. Here you can store results from
external job evaluation systems and market surveys. You can use these results to generate salary
structures that you can then assign to the jobs and positions in your organization. You can also use these
results to determine the internal worth of your jobs and positions and to see whether your salaries are
competitive.
You can assign evaluation points to your jobs and positions and use this data for reporting purposes.
Budgeting is used to plan and control how much is spent for compensation adjustments. Budgets are
assigned to organizational units. You can create budgets both centrally and decentrally. You can roll up
your budgets over the organizational units.
Compensation Administration is used to distribute salary increases, shares, etc. to individual employees
according to guidelines that reflect a companys compensation policy.
SAP AG 1999
The Job Evaluation Infotype stores the results of job evaluation for all the jobs within a particular job
evaluation program.
You can link job evaluation details to a job or a position.
You can use Subtypes to differentiate among job evaluation programs such as a Hay Evaluation program
and an In-house program.
You can specify the relative worth of a job/position using points
You can allocate the job/position to a specific grade.
You can specify that the job/position is a benchmark job.
You can link your salary structures to your jobs/positions using the Planned Compensation infotype
(1005). The details for Basic Pay will default from this infotype when you assign an employee to a job
or a position.
Organizations
compensation
policy
Jobs
Salary structure
Positions
Survey data
Grades
Levels
SAP AG 1999
You can use the job pricing functionality to generate salary structures.
To do this, you can, for example, use survey data. Simply link your jobs or positions to the market value
of a similar job listed in the survey using the Salary Survey Results (1051) infotype. You can then use
this information to build your salary structures which are stored in a table.
You can depict your compensation policy in the R/3 System, by assigning a planned compensation type
to your jobs and positions (via the Planned Compensation (1005) infotype) in this infotype, you can
assign your jobs and positions to a salary structure.
You can store job evaluation results in the Job Evaluation Results (1050) infotype for jobs and
positions. You can store the results from different job evaluation systems and use evaluation points to
determine the relative value of your jobs and positions. You can also group your jobs and positions into
evaluation groups.
You can define certain jobs and positions as benchmark jobs.
SAP AG 1999
The Salary Survey Results infotype stores the results of your salary surveys
You can link salary survey results to jobs or positions
Use Subtypes to store the results of multiple salary surveys, such as a Local salary survey and a National
salary survey.
You can store the average base salary and the average basic bonus for every job within a salary survey.
BU
BU O
O
BU O
Budget/ Compensation/
BU O
Planned Actuals
BU
BU O
O
BU
BU O
O
UNI 400000 UNI 320000
BU
BU O
O
BU
BU O
O
SAP AG 1999
Budgeting provides the basis for Compensation Management because the Compensation Management
component uses the budget values created for the organizational units. You can use these values to
determine compensation adjustments (for example, salary increases, bonuses, etc.) for the employees
whose compensation is under review. If you exceed the amount allocated in the budget, you get an error
or a warning message.
Budgets define the total amount of funds available to finance an organizational unit.
Budgeting has a roll-up feature that allows you to use a bottom-up process to submit the budget and a
top-down process to approve the budget.
You can create budgets in a hierarchical structure. You can create this structure analogous to your
organizational structure.
The Budgeting component has two display options that you can use when you display and change your
budgets:
Budget Distribution View
Displays the budget structures. You can only work with the budget objects in this view.
Financing View
Displays the budget structure and the corresponding organizational structure. In this view, you can
assign financed objects to the budgets and determine what the budget units finance.
BU O
z Change budget
BU O
BU
BU O
O Create relationships between budgets
BU
BU O
O Relationships between budgets and
BU
BU O
O financed objects
BU
BU O
O Revalue budgets
Roll up budgets
Check budgets
z Release budgets (Compensation
Administration can only use budgets
that have been released)
SAP AG 1999
Adjustment Reason
Compensation Compensation
Guidelines
Area Component
Compensation
Category
SAP AG 1999
An adjustment reason determines why compensation is being planned and administered. The adjustment
is the actual change in compensation (for example, salary increase). An adjustment reason can be linked
to one or several adjustments. For example, the adjustment reason Salary Review could be linked to the
adjustments Bonus and Performance-based salary increase.
You can assign eligibility rules to the adjustment reason (for example, to determine who is eligible) and
a budget type (specifies what type of budget it is).
You assign the following to adjustments:
- Compensation area (for example, a country or an organizational grouping)
- Compensation component (types of compensation such as bonus, base pay)
- Category (fixed, variable)
- Guidelines (calculation methods used to calculate the adjustment. Guidelines can be based on fixed
amounts, percentages or you can use a matrix of up to three dimensions).
- Which infotype is to be updated as a result of compensation administration.
Compensation
Categories Infotype
Additional Long-term
Variable Basic Pay
Payments Incentives
(IT 0008)
(IT 0015) (IT 0382)
SAP AG 1999
When you activate an adjustment, the system creates new infotype records for the employees that
received adjustments to their compensation. Which infotype records are created depends on the
compensation component:
Adjustments that are fixed create a new Basic Pay (0008) infotype record.
Adjustments that are variable create either a Basic Pay (0008), an Additional Payments (0015) infotype
record, or Long-term incentives (00382).
The system creates a Compensation Adjustment (0380) infotype record per adjustment for each
employee. This infotype contains information on the adjustment and the compensation received.
Calculation base
Guideline - optional
SAP AG 1999
When you define a compensation adjustment you specify the validity date of the adjustment, how the
effective date for the award is calculated, what wage types and guidelines are used in the calculation and
what results are produced.
The effective date of the award can be based on a fixed date, such as 01 January; anniversary date such
as Date of entry or Date of birth; or user-defined for other criteria.
When you specify how the award is to be calculated you specify the wage type that is to be used as the
calculation base.
The wage type which is used as the calculation base can consist of one wage type or more than one wage
type. For example you may want to award your employees a percentage bonus based on the 2 wage
types Salary and Location allowance.
You can specify if a guideline is to be used to calculate the result (optional).
If the compensation adjustment is variable or stock you specify the calculation result. This is the wage
type that is created as a result of the award. This wage type is also displayed in the Compensation
adjustment infotype (0380) .
1, 2 or 3 dimensional matrix
- Grade
- Performance
- Length of service
User-defined
External Criteria
SAP AG 1999
Guidelines are used by the system either to determine how a compensation award is to be calculated or
to set limits on calculation results.
There are three predefined guideline types: Fixed, Matrix and User-defined.
Fixed guidelines determine the average value that is to affect the employee. This could be a monetary
amount, a percentage or a number. The value can be used as a default and as a check limit during the
compensation administration process. As it is only a guideline the value can be changed by managers
and other users administering the compensation adjustments.
Matrix guidelines use a one, two or three-dimensional matrix to establish how the award is to be
calculated based on one criterion, two criteria or three criteria. For example a merit award could be
based on the two criteria of employee performance appraisal results and employee grade.
User-defined guidelines allow the customer to use other criteria when determining the award amount.
For example, the award could be based on external system data.
Guidelines are optional.
- 1 dimension
- 2 dimensions
- 3 dimensions
Maintain Matrix
Steps in
matrix Matrix Dimensions Entry Values Calculation variants
maintenance
Validity Period
From 01.01.1998 to 31.12.9999
SAP AG 1999
Multidimensional guidelines allow the calculation of salary adjustments based on different criteria
(maximum 3 criteria).
Criteria delivered with the standard R/3 release:
- Length of service
- Position in the salary grade
- Performance appraisal results
- Age
User-defined methods are allowed.
Error control and monitoring are flexible
Calculation of individual salary adjustments are based on multiple criteria
y Example:
y 1.An employee who is with the company for less than 6 months and who has a performance result of
more than 80 points will get a merit increase of 3%.
y 2.An employee who is with the company for more than 6 but less than 12 months and has also a
performance result of more than 80 points will get a merit increase of 4%.
Maintain Matrix
Maintain Matrix
Adj. by difference
Absolute adjustment
Total amount adjustment
Other
SAP AG 1999
In order to establish a matrix guideline, segments have to be defined for each dimension.
After all the dimension segments are determined by the user, a default compensation amount/percent for
every possible combination of dimensions must be assigned.
The defaults can be overwritten--you configure the conditional warning that the default is overwritten.
User-defined
When you create a compensation adjustment such as a merit increase, you can then specify who qualifies
to participate in the adjustment. If everyone in your company qualifies for the adjustment you do not
need to set up any qualifying rules.
If the compensation adjustment specifies qualifying criteria such as 3 months service you need to set up
a rule.
Qualifying criteria includes data such as hire date or length of service, number of hours worked and
ranges for pay scale, pay grade, job, salary and performance details.
For individual employees for whom you make an exception concerning qualifying criteria, you can use
the Compensation: employee eligibility infotype (0381). For example you may overlook the 3 months
length of service for some new employees.
You can use eligibility groups if you have differing criteria for some groups of employees. For example
to qualify for a bonus let us suppose that everyone must have 12 months service, with the exception of
Executive employees who only need to have 6 months service. In this case you set up 2 rules, one for the
group Executive and one for the rest of the company.
When you define a group you use a feature to link the group to your employees. You can use the
organizational assignment details such as employee subgroup.
You can also employ user-defined criteria with a user exit.
Adjustment Selection
Adjustment reason
Org. structure
Salary review
Fixed increase
Salary review
Fixed increase 1000000 48000
Human Resources 50000 28000
Personnel Administration 20000 10000
Corporate Services 30000 10000
SAP AG 1999
To start compensation administration, choose an adjustment reason and the adjustments. Then choose
the organizational unit that you want to process and that already has a budget assigned to it.
The system displays a tree structure. The adjustment reason, the adjustments, the organizational units,
the budget, and, if relevant, the budget amounts already distributed are displayed in the tree structure
using different colors.
You can choose the organizational unit from the tree structure to start compensation administration.
SAP AG 1999
On the initial compensation administration screen you have multiple ways to generate the list of
employees for compensation administration.
The Processor View
y This method allows you to either select the employees in the organizational unit(s) for which you are
responsible. In this case, you probably hold the chief position in this organizational unit.
Alternatively, you can use this method to select employees belonging to other organizational units,
that is, an organizational unit from a structure in which you do not appear.
Organizational Unit
y This method allows you to select one or more organizational unit(s) directly by simply entering the
name or identifier of the organizational unit.
Ad Hoc Query
y This method allows you to select employees or organizational units using other selection criteria, for
example, you may want to generate a list of all employees belonging to a particular payroll area, or
employee subgroup.
Change directly
SAP AG 1999
Maintaining Compensation
y Once you have chosen an organizational unit, the system displays the employees in that organizational
unit. The department head does not appear in the list as he/she can only distribute the budget for
his/her employees and not for himself/herself.
y On this overview screen, you can select employees and maintain their compensation. You can apply
guidelines if you defined them when you configured your system.
In addition to this, you can increase the pay data by a percentage.
Finally, you can maintain the individual compensation adjustments directly for each employee.
y Adjustments go through an approval process. Once you have maintained the compensation
adjustments for the employees that you are responsible for, you must submit these proposals so that
they can be approved and activated. When the adjustments are activated, the system updates the
employees' master data records.
Superior
Name Alexander Nitzsche
Area assignment
Country grouping Germany
Compensation area 01
Organizational assignment
Organizational unit Human Resources
Job Director
Position Director of Human Resources
Cost Center Human Resources
SAP AG 1999
Z12533 11.11
Table 1
SAP AG 1999
Submits adjustments
Rejects adjustments
Changes adjustments
Approves adjustments
Resubmits adjustments
Activates adjustments
SAP AG 1999
z Long-term incentive
administration
z Granting
z Exercising
z Expiring / forfeiting
z Canceling
z Life events
SAP AG 1999
Long-term incentives can be distributed to your employees. The Compensation Management's Long-
term Incentives (LTI) functionality allows you to:
y Grant awards/options
y Define vesting rules and schedules
y Exercise options
y Perform canceling and forfeiting
y Let awards/options expire
y Process life events
SAP AG 1999
SAP AG
Unit: Compensation
Topic: Compensation Administration
1-2 Give the ## Administration a 1999 Bonus budget. Release the budget for distribution.
1-3 Create another budget for a 1999 Merit budgets. Release the budget for distribution.
1-4 Perform a bonus adjustment and a performance adjustment for the ##-
Administration department. Submit, approve and activate the adjustments.
Unit: Compensation
Topic: Compensation Administration
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
SAP AG 1999
SAP AG 1999
Create
s
- 7 days e Quota
enc
Abs pe 2006
Entitlement ty
Info
15 days
SAP AG 1999
Changes request
Approves request Checks,
corrects, and
Receives notification approves
request
SAP AG 1999
Enter leave request: Employee submits a leave request using the company intranet.
Approve or reject leave request: Employees superior receives a work item via the intranet. He or she
can approve or reject the leave request:
y Leave request was rejected: Employee receives an e-mail informing him or her that the request was
rejected. By processing the work item, he or she can change or delete the leave request. If the request
is changed, the approval process is triggered again.
y Leave request was approved: An absence record (infotype 2001) is created in the background with the
approved data.
Absence record cannot be posted: The administrator receives a work item for error handling in the R/3
System. The administrator checks the situation if the error can be corrected, he or she approves the
leave request; if the absence cannot be posted, he or she rejects the leave request.
Confirmation: The person who submitted the request is informed via the intranet whether the leave
request was approved or rejected. The superior is informed if the leave request was rejected.
For more information, see the SAP Library:
Basis Business Management (BC-BMT) SAP Business Workflow (BC-BMT-WFM) Reference
Documentation BC- Workflow Scenarios in Applications SAP Business Workflow PA -
Personnel Management: Workflow Scenarios Edit Leave Request
SAP AG 1999
Overtime is defined as any hours that an employee works over and above the planned working time
defined in his or her daily work schedule. You can record overtime hours in the Overtime (2005) or
Attendances (2002) infotypes.
You only record overtime hours in the Overtime infotype (2005) if you record deviations from the work
schedule exclusively. You can record overtime for one or several days and overtime breaks in this
infotype. For records spanning more than one day, you can define whether the record may be assigned to
the previous day using the previous day indicator.
You can determine whether overtime is payed or compensated with time in lieu by specifying the
overtime compensation type in the Attendances (2002) and Overtime (2005) infotypes.
You can use a subsequent screen to enter a different payment (premium, different pay scale group, and
so on) for overtime recorded, as for attendances. On another screen, you can enter an account assignment
for the overtime reflecting the cost center, if this is different to the master cost center, or the order.
If you have R/3 Time Recording implemented, overtime is calculated automatically from the full actual
times. In R/3 Time Evaluation, you can process different types of overtime calculation (daily, weekly)
and approval (for individual employees, dependent on work schedule, general).
Year Month
Pers. no. 0021903 Denise Smith Pers. no. 0021903 Denise Smith
March K K K K K HA VMA A
April
May
... ...
SAP AG 1999
In the calendar overview screen, you can display and maintain an employees time data.
The annual calendar provides an overview of all absences and attendances for a 12-month period.
- Each day is represented by a one-character input field
- Attendances and absences are represented by a one-character identification code (abbreviation)
- If the codes are ambiguous (if you use different leave types, for example), the system requires you
to specify the subtype.
The monthly calendar provides an overview of all time infotypes for an employee for one month. It
displays the daily work schedules assigned via work scheduling and, if necessary, any exceptions to
them. The monthly calendar enables you to maintain other time infotypes in addition to attendances and
absences. You can branch to the list entry screen and choose the appropriate identification code for
attendances and absences, as for the annual calendar.
Week
SAP AG 1999
If you want to record absence and attendance information in more detail than the annual and monthly
calendars allow, you can use the weekly calendar screen. You can enter different account assignments
for the attendances and absences recorded on a weekly basis.
The overview displays the standard hours defined in the daily work schedule. If required, you can also
display recorded hours, and attendance or absence hours.
Flexible selection
of employees
Flexible selection
of time data entries
Planned working time
Actuals: attendances, absences
Premiums, additional hours
Message log
SAP AG 1999
In many industries, employees planned and actual working times can fluctuate, making it necessary for
working times to be recorded manually. A time administrator can enter this for employees if employees
do not do this themselves via a subsystem.
In order to respond to this need, the report RPTENT00, includes a new data entry screen which allows
Time Recording for Multiple Persons and Infotypes. You can use this report to record and correct the
following types of time data (infotypes) for several persons on the same screen:
- Absences in Absence infotype (2001), including quota deductions.
- Attendances in Attendance infotype (2002)
- Substitutions in Substitutions infotype (2003)
- Employee Remuneration Info in the EE Remuneration Info infotype (2010)
- Control data for time evaluation and time transfer specifications in the Time Transfer Specifications
infotype (2012).
Date 04/01/xxxx
Time 8:00
Time event type P10 Clock-in
Time
Day assignment =
Evaluation
Att./abs. reason
Terminal ID
Origin
Cost Assignment
SAP AG 1999
If an employee records his or her actual times at a time recording system, you can view the recorded
time events in the Time Events infotype (2011).
You can use the Time Events infotype (2011) to enter or correct time events that were not uploaded or
that were incorrectly uploaded to the SAP R/3 System. You can use list entry to enter several time events
for one personnel number at the same time.
The infotype contains information on the origin of the record (whether it was recorded manually or by a
subsystem) and on the terminal ID, for instance.
The infotype can also store information on a different payment (premium, different pay scale group, and
so on) or a different cost center. The information can either be entered manually or by a time recording
system.
Error Handling
Maintain Correction
time event required
SAP AG 1999
Error handling displays all the messages from the last time evaluation run and all information from
earlier evaluations that has yet to be confirmed. You can restrict the employee selection according to the
Time Recording administrator.
Various messages are displayed, each highlighted in a different color depending on whether they are:
- Errors that cause time evaluation to terminate, for example, missing time postings
- Errors that do not cause time evaluation to terminate but set the recalculation date to the day with
errors, for example, if the working time was not finished when time evaluation was run
- Information relating to situations of note, for example, core time violations
- Notes (not highlighted) do not require postprocessing, for example, core time violations
Messages that have already been processed are flagged by an editing indicator. The messages can be
saved together or deleted individually.
You can branch to the document view by selecting a line. As in the overview list, you can create or
correct time infotype records, access the employees daily work schedule, and so on.
Sequence
Sequence
1. All requirements with jobs, employee time
is equal to requirements time
SAP AG 1999
Different criteria is used to determine proposals. In the Settings menu, you can specify individual
priorities for your planning.
Note:
y By using an SAP enhancement, you can also define the parameterization of priorities.
SAP AG 1999
Performance-Based Compensation
Piecework
Piecework Wages
Wages
Time
Time
Premium
Premium Wages
Wages Wages
Wages
Individual
Individual Incentive
Incentive Wages
Wages
Group
Group Incentive
Incentive Wages
Wages
SAP AG 1999
R/3 Incentive Wages allows you to easily enter, maintain, and evaluate data pertaining to the
performance-based compensation of your employees.
Incentive Wages is a generic term used for the following remuneration categories:
- In time wages, compensation is measured by the actual time expended. The amount of work
completed during that time is not taken into account.
- Piecework wages are instituted to create an incentive for the employee. Employees can influence
the total amount of their compensation by the number of items produced.
- In premium wages, employees influence the total amount of their compensation by achieving
quality- or quantity-based specifications. Premium wages are comprised of basic pay plus an
additional performance-based premium.
As the above remuneration categories depend upon the internal company requirements in place, you will
usually find several categories in use at the same time. Any combination of remuneration categories can
be set up in the Incentive Wages component.
R/3 Incentive Wages supports individual incentive wages as well as group incentive wages, both of
which can be operational at the same time.
SAP
PM
PP HR FI CO
CS
PS
Payroll
Incentive Wages
Accounting
MO DI MI DO FR SA SO
Online 1 2 3 4 5 6 7
8 9 10 11 12 13 14
Upload
Data Entry 15 16 17 18 19 20 21
21 22 23 24 25 26 27
28 29 30 31
PDC
Subsystem
SAP AG 1999
Contents:
z Organizational form of trip entry
z Entering trips
z Accounting trips
z Payment of trips
SAP AG 1999
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
SAP AG 1999
SAP AG 1999
Travel plan
Trip approval
Travel request
Travel Assistant
Approving Manager
Traveler
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SAP AG 1999
Trips
Travel requests Creating a travel request
Business trips Planning a business trip
Expense Creating an expense report
reports
SAP AG 1999
There are three roles for Travel Management, there authorizations will dictate what transactions they can
conduct. Generally the roles are as follows:
The Traveler: this person can only enter data for themselves and cannot approve expenses/trips.
The Travel Assistant: this role allows the user to enter data for themselves and others.
Approving Manager: this role cannot enter data for others but can approve existing trip requests and
expense reports.
HR-Administration:
- Name Employee
- Org. assignment statement
- Cost distribution Reporting
.... Plan and account trips
- Travel privileges
- Personal Profile FI Financial
HR master
- Preferences record Accounting
SAP AG 1999
The Travel Management application component includes all of the functions needed to process a
business trip, from applying to go on a trip, to approving the trip, to posting the trip expenses and, if
necessary, making corrections and performing retroactive accounting.
Human Resource master data, per diem rates, flat rates, a companies travel policy as well as recorded
trip facts all enter into trip cost accounting. Subsequent fevisions are also taken into consideration.
The accounting results can be forwarded to Financial Accounting (FI), to Human Resource Payroll, or
non-SAP systems. Payment by means of data medium exchange is equally possible.
Infotype Name
0000 Actions
0001 Organizational Assignment
0002 Personal Data Mandatory
0003 Payroll Status
0017 Travel Privileges
0006 Address
0009 Bank Details
0027 Cost Distribution
Optional
0470 Personal Profile
0471 Flight Preferences
0472 Hotel Preferences Travel Planning
0474 Rental-car Preferences
0475 Train Preferences
SAP AG 1999
The following infotypes must be used for an employee who embarks on a business trip:
y Actions (0000)
y Organizational Assignment (0001)
y Personal Data (0002)
y Travel Privileges (0017)
y Payroll Status (0003) (which is created automatically and needed for payroll)
The Trip Costs (mini-master) action contains the infotypes that you require. It displays them one after
the other for you to maintain. You can change or supplement existing HR master data at any time.
In addition, the Infotypes Address (0006) and Bank Details (0009) are necessary if you:
y want to generate vendor master records in FI for the corresponding personnel numbers in HR
automatically
y Utilize a form of data medium exchange.
You can use Infotype (0027) Cost Distribution to divide the total trip costs up, and then assign them to
different cost centers.
09/02/2000 12/31/9999
Assignments
Company code
Business area
Cost center
SAP AG 1999
An employee's travel privileges are stored in infotype 0017 Travel Privileges. They include control
parameters for trip cost accounting, such as the car rule, reimbursement class, and reimbursement group,
for specific employees.
Travel privileges determine, for example, the reimbursement amounts accessed by the accounting
program, and the receipts that may be entered for an employee.
If an employee needs to go on a business trip, you must create travel privileges in master data.
11 Recording
Travel Request
Travel Planning
Travel Manager
Travel Calendar
Weekly Report
Trip Advance
22 Central approval
(Used with decentralized data entry)
33 Accounting
44 Printing forms
The initial menu for the Travel Management application component enables you to perform all
processing steps.
Trips
10023 09/01/YY Boston US... Trip approved to be acctd
10021 01/03/YY Paris FR... Trip approved to be acctd
10018 06/05/YY London GB... Trip approved to be acctd
10011 11/09/YY Hamburg DE... Trip approved to be acctd
Functions
Create
Create Change
Change Delete
Delete Cancel
Cancel Display
Display
Simulate
Simulate Account
Account Print
Print Approve
Approve Copy
Copy
SAP AG 1999
If you do not know the personnel number of a person whose data you need to process, you can use the
possible entries function in the personnel number field to enter various search criteria.
The receipt entry and single record entry functions enable you to perform the following tasks for
business trips:
Create
Change
Delete
Cancel
Display
Simulate
Account
Print
Approve, and
Copy
Fast
FastCabs
Cabs
Receipt
Receipt 98020 Chris Miller
Trip
08/03/XXXX 50,- UNI
001 TAXI Taxi 50,- ...
Expense Types
...
...
TAXI Taxi
TELE Telephone
FLIG Flight
... ...
Choose
SAP AG 1999
Receipts are recorded under a freely definable trip expense type, which is stored in the system.
The receipt amount and the currency are entered for each receipt.
In addition, using the IMG activity Field control for additional receipt information, you can define
which additional information can or must be entered for each receipt type. Example: the names of guests
in the case of entertainment receipts.
Cost Miles/Kms
Assignment All types of trips Distribution
Advances Stopovers
Assignment of History
facsimilies (Opt. Arch.)
To enter trips for which only individual statements, flat rate travel costs, and meals per diems are
required, choose travel manager.
The travel manager function takes you straight to the receipt entry screen. Its menu enables you to access
all of the subsequent screens that you require. Basic trip data is entered in the general trip data box
On this overview screen, specific trips can be chosen via Selection criteria. The destination, the reason
for the trip, or the trip status can be used as selection criteria.
SAP AG 1999
Destination 1 34 Destination 2 50
33 33 50
78.50
78.50
1,225.- 35.-
SAP AG 1999
A cost assignment different from the employee trip cost assignment guideline can be set for the entire
trip, stopovers, receipts and miles/kilometers traveled. Cost accounting receivers such as cost center,
order, WBS element, network etc. can be assigned.
If receipts are not given explicit cost assignments, the cost assignment specification of the stopover
assigned to the receipt applies for the receipt; if stopovers are not given explicit cost assignments, the
specification for the entire trip applies for the stopovers.
If the total of all percents is less than 100% when the cost distribution screen is closed, the unassigned
remainder is distributed according to the employee trip costs assignment guideline.
Itinerary
Trip advance
Alternative cost assignment for entire trip, if other than master CA
Additional info
Remarks
Expense receipt cost assignment, alternative to master data
Trips
10023 09/08/XXXX ... Approved, to be accounted
10021 05/08/XXXX ... Approved, to be accounted
.
.
SAP AG 1999
The trip accounting program enables you to perform accounting for all trips with the Approved and To
be accounted status.
For test purposes, you can perform accounting for individual trips. The end of the trip must not occur in
a future accounting period.
The accounting program uses trip data to calculate trip accounting results - particularly reimbursement
amounts - for a specific accounting period, which it then saves in file PCL1. The trips to be accounted
must end before the end date of the accounting period.
The accounting results can be transferred to Financial Accounting (FI), HR Payroll Accounting, or third-
party systems. Payment can also be effected using a data carrier.
Travel Accounting
HR Travel
Projects
RK-P
Management
Generating results
FI Financial
Accounting HR Payroll
DME
CO Cost Accounting
Combinations for credit
Accounting Non-SAP
institutes
Non-SAP systems
systems
SAP AG 1999
The accounting results can be transferred to Financial Accounting (FI), HR Payroll Accounting, or third-
party systems. Payment can also be made using a data carrier.
SAP AG 1999
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
SAP AG 1999
Favorites
Create sales order
Yahoo
Expenses
Spreadsheets
Activity group SAP_HR_PAYROLL
Payroll programs
Payroll driver US
Display payroll result
Display
Off-cycle batch processing
Remuneration statement
Taxes
Garnishments
List / Statistics
SAP AG 1999
Payroll results
Lohnkonto
Payroll Payroll Wage type Wage type
account journal statement distribution
SAP AG 1999
The SAP R/3 System enables you to create payroll accounts for your employees. The payroll account
displays payroll data in a tabular form for one or more employees over one or more payroll periods.
The payroll journal contains the payroll data for several employees for one period.
The wage type statement shows different wage type distributions, which act as the basis for payroll data
for the selected employees. The report shows the current wage type values (number and amount).
The wage type distribution shows wage types over several payroll periods without taking any retroactive
accounting differences into account. The report shows the current wage type values (number and
amount).
Contents:
z Creating Vacancies
z Advertising Vacant Positions
z Recruitment Administration
z Recruitment Reporting
z Hiring an Applicant
SAP AG 1999
z Create a vacancy
z Maintain applicant data
z Hire an applicant
SAP
SAP AG 1999
AG
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
SAP AG 1999
SAP AG 1999
SAP AG 1999
Advertisement Applicants
WANTED
Skilled,
competent
employee for...
Vacancy
Profile Comparison
Job Person
ts?
r re qu iremen fer?
re ou ant of
Hire What a an the applic
as Employee What c
SAP AG 1999
The Recruitment component enables you to carry out the entire recruitment procedure, from entering
applicant data to filling vacant positions.
The R/3-System supports personnel requirements, advertising, applicant administration, selection of
applicants, and applicant correspondence. Moreover, in cases where you decide to hire the applicant, you
can transfer the applicant data from Recruitment to Personnel Administration.
Favorites
Activity group SAP_HR_MANAGER_RC
Recruitment
Applicant Master Data
Display Applicant Master Data
Selection Procedure
Applicant pool
List of Applicants
via Qualifications
Internal Applicants
External Applicants
All Applicants
via Positions
Decision
Administration
Advertising
InfoSystem
SAP AG 1999
Job
Positions
Descriptions
X
Personnel
Administration Requirements
Profiles
SAP AG 1999
Positions X
Vacant Positions
The
Recruitment
Process
D!
WANTE
SAP AG 1999
Medium ngton
Tim es
Washi
Jobs
99
21.02.
Advertisement
Employment Recruitment
Press
Office Consultancy
Wanted
Skilled,
competent Recruitment Instrument
employee for...
es
ingto n Tim
Send applications to... Wash
ts
smen
dverti
Job A 2.21.99
0
SAP AG 1999
Vacancies are published in advertisements. An advertisement constitutes the publishing of one or more
vacancies in a recruitment instrument, with the aim of hiring suitable people.
Examples of recruitment instruments include Paper ABC or the Employment Office in City XYZ.
Recruitment instruments are classified according to the medium used e.g. press, employment office,
recruitment agency. Media and recruitment instruments are created and maintained via customizing
You store advertisements in Recruitment. You can store one text per advertisement and can assign
multiple vacant positions to an advertisement.
You can link advertisements to applications at a later stage.
SAP
SAP AG 1999
Based on your advertisements, resumes and and applications are received for further review and
processing.
EMPLOYER
Creating own
applicant data
INTERNET
APPLICANT
SAP AG 1999
The Internet application component supports the company in carrying out an effective recruitment
strategy in that it allows the Internet user to:
y look at your companys job advertisements
y apply for positions in your company
Applicants can display either the job advertisements for certain regions or a general list of job
advertisements. They can access short descriptions of the jobs as well as the requirements that they must
fulfill. The job information is read from maintained records in Recruitment.
In addition to applying to advertisements, applicants can also make unsolicited applications. Applying
for jobs via the Internet involves entering certain relevant information, such as personal data, job
experience, qualifications, and education. Entering personal data is obligatory, but in the other areas, the
applicant can decide how much information he or she wants to give the company. This data is then
stored in the Recruitment component of the R/3 System.
The System assigns the applicant a temporary user ID and password so that the applicant can check the
application status at a later date. This is made possible by the Internet component Application status.
SAP AG 1999
SAP AG 1999
Applicants are classified according to certain criteria in the initial entry of data stage:
- Internal / external applicants
- Unsolicited applicants / Applicants who have applied to an advertisement
- Applicant groups
- Applicant range
Applicant groups classify applicants according to the type of contract that the employee has with the
company e.g. employees with permanent contracts, employees with contracts for a limited period of
time, freelancers, etc.
Applicant ranges classify applicants according to hierarchical or functional criteria. Structural criteria are
used when the applicants are managers, salaried employees, or specialists. Functional criteria are used
when applicants are assigned to different business areas e.g. administration, production, etc.
Name
Address
Org. Assignment
SAP AG 1999
You can record applicant data in a timely and organized manner using the two-level concept of data
recording.
The first level of data recording, recording basic data, is obligatory for all applicants. Here, all the data
that is needed to create applicant letters and for statistical purposes (e.g. name, address, potential
organizational assignment) is recorded.
Qualifications
Education
Previous Employer
...
Anna Gho
21 Main Street
Anywhere, USA
SAP
Resume
...
SAP AG 1999
The second level of data recording, recording additional data, is only carried out for applicants who are
of further interest to the company. An applicant can be assigned to one or more vacancies here. Such
information as the applicants qualifications, education, previous employment, is recorded during this
stage.
In process To be hired
Invite On hold
Interim
Invite to
reply
Interview
......
......
......
Rejected
Contract offered Contract rejected
Employment
Contract Contract
...... ......
...... ......
SAP AG 1999
According to the two types of selection procedures, there are two types of applicant status:
- Overall status
Refers to the actual status of an applicant in the companys overall selection procedure e.g,
processing, put on hold, or invited to interview.
- Vacancy assignment status
Refers to the actual status of an applicant for a particular vacancy.
Overall status is determined during the initial entry of applicant data phase and must be available for
every applicant from this point onwards. Overall status shows whether an applicant is involved in at least
one selection procedure (overall status could be processing, put on hold, or invite) or whether he or she
has been excluded from all selection procedures (overall status could be rejected or to be hired).
An applicant receives a vacancy assignment status as soon as he or she has been assigned to a vacancy.
If an applicant has been assigned to more than one vacancy, he or she has a vacancy assignment status
for each.
Rejected
SAP AG
Neurottstr. 16
Anna Gho
21 Main Street
Jean Pierre
69185 Walldorf Anywhere, USA
dArcy
Dear Sir or Madam,
I am currently employed as .. . .
In process Rejected
Helga
Martin
Entering
Basic Data
On hold In process To be hired
Francisco Contract
Rodrguez
In process To be hired
Anna Contract
Gho
SAP AG 1999
An applicants overall status and vacancy assignment status generally change over the course of the
recruitment procedure. The recruitment procedure is completed when all the applicants have received
either the rejected or the to be hired status.
In certain cases, the overall status affects the vacancy assignment status.
Example:
If an applicants overall status is rejected, then all of this applicants vacancy assignment statuses must
also be rejected. Then, the applicant has been rejected for the whole company and can no longer take
part in the selection procedure for a particular vacancy.
z Find Candidate
z Applicant Statistics
z Applicant List
z Description of Position
z Requirements Profile
z Profile Matchups
SAP AG 1999
The Vacancy Report (RPAPL010) gives recruiters search capabilities on finding suitable candidates
based on the position/job profile.
You can also view statistical information such as how many applicants have been rejected for a certain
vacancy.
You can use information from Organizational and Planning and from Personnel Development to
generate position descriptions and conduct profile comparisons.
Invitation to Interview
Interview Letter
SAP AG 1999
Recording, logging, and planning activities for an applicant in the selection procedure takes place using
Applicant Activities.
An Applicant Activity is a concrete administrative step that an applicant passes through in the selection
procedure e.g. Confirmation of receipt of application, Invitation to interview.
Certain applicant activities are created for applicants automatically by the system once you perform
certain applicant actions. For example, if you invite an applicant for an interview, the applicant activity
Invitation to Interview is automatically created for the applicant. You can print the invitation letter for
the applicant via this activity.
Applicant Actions
Applicant number 4711
Initial entry of basic data
Enter additional data Applicant actions represent the
... various stages through which an
Interview applicant passes
SAP AG 1999
The process flows that are carried out for an applicant are represented in the Applicant Actions infotype
(4000). These applicant actions can be:
process flows for data recording (e.g. Initial entry of applicant data, Recording additional data)
- process flows that change the applicants overall status (e.g. Reject applicant, Put applicant on hold)
The most important information contained in the infotype is the overall status of the applicant (e.g.
processing, on hold, rejected). This is dependent on the latest applicant action carried out for the
applicant. For example, if the applicant action Put applicant on hold was performed for an applicant, the
applicant is designated the overall status on hold. In the standard system, a new applicant action infotype
record is created for every applicant action performed..
(Mass print-out
Print letters of letters)
Check results
SAP AG 1999
Employment
Contract
D.
M.Smith
Klein
----------------------
---------------------
Unterschrift
Signature
o ho
Gh aG
na nn
An A
SAP AG 1999
If you hire an applicant, you can transfer his or her data to the Personnel Administration component. The
data is transferred directly from the applicant database to the employee database.
You perform the data transfer to Personnel Administration by running a personnel action.
You can enter the additional data, such as working time and salary details, later in Personnel
Administration.
Hiring
etc.
Birth Shift Schedule
certificate
Early
Normal
Late
SAP AG 1999
The most important objective of master data administration in Human Resources is to enter employee-
related data for administrative, time-recording, and payroll purposes.
A new employee can also be hired without using Recruitment. Instead you can hire someone by running
a personnel action in Personnel Administration, thereby creating the necessary data for the employee to
be hired.
SAP AG 1999
SAP AG
Unit: Recruitment
Topic: Hiring an employee
1-2 Terminate employment of Ms. Helena Camino as the last day of the current month
using the Leaving personnel action. This termination will create a vacancy in the
position ##- Administration Manager in the ##-Administration Department in the
Caliber A Bicycle Company.
1-3 Record the applicant's basic data. It is an unsolicited application, the applicant did not
reply to a specific advertisement.
1-3-1 Use the following data for the application: personnel area CABB, personnel
subarea Purchasing, applicant group Active, applicant range Salaried
employee. Mike Hire will be the personnel officer in change of the applicants.
Enter you choice of data you for the name, date of birth, language, nationality,
address and unsolicited applicant group fields.
1-4 Today, you received some additional data for the applicant you enter above. Enter the
additional data for your applicant with the qualifications profile with the following
qualifications and a proficiency level of your choice:
Spanish language skills, HR Management skills, Knowledge of word processing
systems and English language skills.
1-6 Hire your applicant on the first day of the current month i.e. prepare the data for
transfer and transfer him/her to Personnel Administration. Use the Prepare to hire
applicant action.
1-7 From Personnel Administration run the Transfer applicant personnel action to
complete the hiring of the applicant. Use the position of ##- Administration Manager
in the ##-Administration department. Transfer the default values and make entries in
additional screens, if required. Assign your applicant to personnel number 50993##.
Unit: Recruitment
Topic: Hiring an employee
1-2 Terminate employment of Ms. Helena Camino and create a vacancy for her position.
From the Favorites menu select: Personnel actions
1-2-1 Enter personnel number 50991## in the Personnel no. field and the last day of
the current month in the From field.
1-2-2 Select the Leaving action.
1-2-3 Select the Execute icon.
1-2-4 Select the Save icon on the Actions infotype to accept the default entries.
Select the Enter icon to acknowledge the informational message that the
existing record will be delimited.
1-2-5 Verify the default date in the Create vacancy pop-up box is the first day of the
next month and select the Yes icon.
1-2-6 Highlight Helena Caminos bank information in the table.
Select the Delimit icon in the Delimit Bank Details record and then select the
Exit icon.
1-5 Check the letters that were automatically created for your applicant. In the applicant
activities for your applicants, check whether they have received a letter of receipt of
application.
Activity group SAP_HR_RECRUITER_RC Applicant Activity Display
applicant activities
1-5-1 Enter the applicant number from above in the Applicant no. field.
1-5-2 Select the Execute icon.
1-5-3 Select the Receipt action in the Planned activities area.
1-5-4 Select the Display activity button.
1-5-5 Select the Display letter button.
1-5-6 Review the letter in Microsoft Word and return to the SAP system.
1-5-7 Select the Cancel in the Planned activity display pop-up box.
1-5-8 Return to the SAP Easy Access menu.
Contents:
z Cost planning methods
z Performing cost planning using projected pay
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SAP AG 1999
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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Surveys
Trends
Reorganization
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Personnel Cost Planning is designed to support the organization's decision-making process, by allowing
you to:
- Determine the actual personnel costs
- Preview future personnel costs
- Project future personnel costs based on anticipated organizational changes and/or pay structure
changes.
Personnel Cost Planning is more accurate than many other cost planning tools because it can take
position vacancies into account. Personnel Cost Planning also has the ability to factor organizational
changes, such as staffing reductions or increases, into calculations. This ability is particularly helpful if
your organization plans an expansion,a downsizing or a general re-organization.
Personnel costs are extracted according to the organizational units within an organizational structure.
You can select a single organizational unit, a handful of organizational units, or the entire structure if
you wish. If you need to group certain organizational units into separate areas, for example, international
subsidiaries, you can arrange them into different scenario groups.
Cost planning itself is carried out by developing and comparing different costing scenarios. A scenario
contains a set of calculation results. The results may represent actual, previewed or projected costs, over
a specified length of time.
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As a result of enhancements in the area of cost distribution, you can now perform cost planning for
orders and projects. For additional information on the Cost Distribution Enhancements, see the release
note PY_XX_46A_POTO Cost Distribution Enhancements.
You can now enter orders and projects in the Cost Distribution infotypes on both the Organizational
Management and the Personnel Administration side.
Payroll Results:
Actual amounts paid
to employees for a
past or simulated
payroll period
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Select a cost planning method based on the goal of your cost planning analysis. To determine actual
costs, you should develop scenarios using either basic pay or payroll results as a source of data. These
two sources give the most accurate indication of actual costs.
To do comprehensive planning of personnel costs use projected pay as a source of data. Projected pay
provides more freedom to identify costs that personnel systems typically cannot handle. For example, a
manufacturing company may frequently have to replace equipment and therefore, may have to retrain its
employees. This company might want to include the costs of retraining its staff in the personnel planning
costs.
Note:
If you use the basic pay method, the system reads the data required for the cost calculations directly from
the Personnel Administration component. To do this, the system uses the wage types that are assigned to
the employees. (pure actual costs)
If you use payroll results, the system reads the data from an actual payroll run (pure actual costs)
Note:
You can use an SAP enhancement that allows you to delete information (for example, wage types) from
the basic pay or payroll results calculations. This enhancement also allows you to add customer-specific
information (bonus payments, etc.).
Job/position
Administrator
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For the projected pay method, the system uses data stored in the Cost Planning (1015) infotype. You can
use this infotype to store personnel costs by assigning wage elements to different objects such as
organizational units, jobs, positions, work centers. Wage elements indicate the different costs that make
up the total amount it costs to employee staff. For example, wages, salaries, benefits, training costs, etc.
Wage elements can be indirectly or directly valuated. The value for indirectly valuated wage elements is
maintained in a customizing table, the value for directly valuated wage elements is maintained at the
specific object that produces costs.For directly valuated wage elements, you can enter the amount
manually. You can overwrite indirect wage elements.
When you run cost planning, you can display the cumulated costs for organizational units, costs centers
or cost objects.
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If you want to add additional positions to an organizational unit, call up the organizational unit to see the
positions which have already been assigned to it for cost planning purposes. You can choose from this
list of positions to add additional positions and determine their validity dates from the cost planning
screen itself.
When you increase the value of a particular wage element, this increase is passed on to every object that
the wage element is assigned to. Increases like these are carried out on a percentage basis.
The increase applies to both direct and indirect valuations. In other words, the increase affects both wage
elements and default values and wage elements where values have been entered manually for specific
objects. The increase does not affect wage elements that are expressed as a percentage.
Any changes you make to wage elements are valid in the current plan scenario only. The original wage
elements remain unchanged.
The current amount column displays the new values and the reference value column displays the original
values.
UNI (thousands)
Personnel Costs Annually
400
200
0
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Switch to SAP Business Graphics if you want to view a graphical depiction of the cost figures you are
working with. SAP Business Graphics displays cost element data in several graphic formats. You can
display graphics at the organizational unit, position or job level.
SAP Business Graphics displays both reference figures and actual figures in 3-dimensional bar graphs,
so that it is easy to perceive the differences between the two. It is also easier to perceive trends among
the different organizational units or cost centers you are working with.
SAP Business Graphics allows you to display plan information in various formats. You can also
customize views, fonts, color schemes, and so on via the menu path.
You can copy your graphics to the clipboard for use in other applications.
Production
Password ************
Password ************
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1. Create 3. Transfer
Plan 2000
Plan 2000
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Once cost planning data has been created, it can be transferred to Controlling.
Cost planning data is released via the Personnel Cost Planning Administration function. The system
displays a list containing all the cost planning data that has been created. Simply choose the data that
must be released for transfer.
The transfer of cost planning data takes place in Controlling within the framework of cost center
planning. Controlling can also include the personnel cost planning data into the overall budgeting
process.
Plan version
Plan scenario : released
- Current plan
Step11::Release
Step Releaseplan
plan scenario
scenario
Step22::Select
Step Selectcontrolling
controllingarea
area and
andfinancial
financialyear
yearfor
forplan
planscenario
scenario
Step33::Post
Step Postresults
resultsto
toControlling
Controlling
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When you post data to Controlling, the system displays a list of all the account assignment objects, for
example, projects, orders, cost centers complete with the cost items and the total amounts per account
assignment object.
To post cost planning data to CO, you must first release the plan scenario. The release process includes a
consistency check that checks to see whether the data is CO compatible. The system then determines the
necessary CO financial years and adapts the HR data so that it fits into the CO financial year.
The HR administrator can now post the results directly to CO by selecting a plan scenario complete with
controlling area and financial year and then choosing Plan scenario Transfer to CO Post (test run) /
Post
You can post the results in test mode first so that you can see what data will be sent to CO before you
send it for real.
For additional information, see the R/3 Library documentation:
y Personnel Cost Planning Integration with Controlling Releasing Scenarios
y Personnel Cost Planning Integration with Controlling Transferring Data to CO
bject
Executive Board
Order CAB5540
Marketing department
Advertising campaign for new bike
Sales department
Touring 2000 project
Payroll department
Order CAB7540
Human resources department
Order CAB6540
Manufacturing plant and repairs workshop
Order CAB8540
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When you post data to Controlling, the system displays a list of all the account assignment objects, for
example, projects, orders, cost centers complete with the cost items and the total amounts per account
assignment object.
The above is an example of such a list.
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SAP AG
1-2 Utilize projected pay cost planning for the Research and Development organizational
unit in the Caliber A Bicycle Company (R&D CABB) organizational unit in the current
plan version using one of the following currencies: DEM, FRA or USD.
1-2-1 Change wage elements and utilize them to provide an increase by a percentage
using cost item UN-BENEFITS.
1-2-2 Save your cost planning data as plan scenario ##.
1-2 Utilize projected pay cost planning for the Research and Development organizational
unit in the Caliber A Bicycle Company (R&D CABB) organizational unit in the current
plan version using one of the following currencies: DEM, FRA or USD.
Activity group SAP_HR_MANAGER Personnel Cost Planning Planning
Create new scenario (Projected pay)
1-2-1 Enter the following data:
Plan version Current version
Org. unit R&D CABB
Period Annually
Currency Select one of the following currencies: DEM, FRA, USD
1-2-2 The Change Personnel Costs: Overview of Organizational Units screen shows
the sub-units within your organizational unit. Double-click on a sub-unit to see
the cost objects (jobs) within each sub-unit.
1-2-3 The Change Personnel Costs: Cost objects per organizational unit screen
shows the cost objects (jobs) within each sub-unit. Double-click on a cost
objects (job) to access the cost elements associated with the job.
1-2-4 The Change Personnel Costs: Cost elements per cost object screen shows the
cost objects (jobs) within each sub-unit.
1-2-5 Select the cost object UN_SALARY and enter a check in the D (Direct
evaluation) column. In the Amount column, enter an amount higher than the
one shown in the Current amount column; and enter UNI in the Currency
column. Then select Enter.
1-2-6 To return to the list of jobs, choose Back.
1-2-7 To initiate a 5% increase, choose Change cost items. Enter the UN-BENEFITS
cost element (or any other cost item you want to use) and the percentage rate of
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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MS Excel MS Word
Recipient:
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After you have executed a report, you can download the results to MS Excel or MS Word. You can also
send the data as a mail.
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2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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SAP AG 1999
SAP ESS
2 Increasing productivity and efficiency
Benefits
SAPESS
SAP ESSis
ispart
partof
ofthe
thestandard
standardR/3
R/3system
systemsince
sinceversion
version4.5
4.5
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By enabling employees to maintain their own data and to have access to their own information,
companies empower them to take responsibility and ownership.
This increases employee satisfaction and improves the accuracy of data.
Companies human resources departments are freed from many of the data entry and related customer
service activities.
Companies save money by reducing the costs of paper, postage and data entry time, and they save time
by eliminating bureaucratic processes that devour resources. There is also no need for expensive, time-
consuming training.
How is SAP ESS delivered?
y Starting with R/3 version 4.5, SAP ESS is part of the core R/3 product (HR package) and is delivered
with the standard R/3 System.
2 Navigation 10 Payroll
Structures in Human
3 Resources 11 Recruitment
Reporting and
5 Benefits 13 Managers Desktop
7 Compensation 15 ALE
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Contents:
z Components of TeamSAP
z ASAP Roadmaps
z Major implementation tools
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SAP AG 1999
People:
Solutions expertise
Quality
SAP
Processes :
Pr
Consulting partners AcceleratedSAP
le
oc
Complementary Consistency
op
software partners
es
AcceleratedSAP Roadmaps
Pe
Technology & or powered-by methodologies
se
hardware partners SAP Review Program
s
Products Support, services
& training
Products :
The Business Framework
Strengths
SAP product family
Complementary software products
Products from technology partners
Industry solutions
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TeamSAP involves coordinated interaction between the groups involved in the implementation
environment of the products concerned.
ASAP Roadmap
Continuous
Project Final Improvement
Preparation Preparation
Realization Go Live &
Business Support
Blueprint
Methodology z Implementation
z Project
Management Assistant
Project- z Q&Adb
z Change
Management related Tools z Implementation
knowledge Guide
z Risk analysis
z Profile Generator
z Review z Transport System
Services
Consulting,
Consulting, licensing,
licensing, training
training material,
material,
support,
support, project
project reviews
reviews
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SAP recommends that you use ASAP as a standard methodology for implementation planning and for
implementing SAP software. The ASAP Roadmap provides a step-by-step guide to implementation.
During the five phases of an ASAP project, the results of each phase are recorded in specific documents.
This is particularly important in Phase 2.
ASAP Roadmap
Continuous
Project
Preparation Final Improvement
Preparation
Go Live &
Business Realization Support
Blueprint
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Phase 1: Project Preparation - The primary focus of Phase 1 is getting the project started, identifying
team members and developing a high-level plan.
Phase 2: Business Blueprint - The primary focus of Phase 2 is to understand the business goals of the
enterprise and to determine the business requirements needed to support these goals.
Phase 3: Realization - The purpose of this phase is to implement all the business and process
requirements identified in the Business Blueprint. You configure the system step-by-step in the work
packages Baseline and Final Configuration.
Phase 4: Final Preparation - The purpose of this phase is to complete testing, end-user training, system
management and cutover activities. Critical open issues are resolved. When you have successfully
completed this phase, you will be ready to run your business in your production system.
Phase 5: Go Live and Support - Transition from a project-oriented, pre-production environment to a
successful and live production environment.
The new ASAP Roadmap (available as of Release 4.6A), helps integrate all existing ASAP Roadmaps
into one "configurable" one. It is based on the products R/3, BW (Business Information Warehouse),
APO (Advanced Planner & Optimizer), CRM (Customer Relationship Management encompassing
Mobile Sales/Mobile Services), and B2B (Business to Business Procurement) and provides a single
implementation solution within ASAP for all SAP software.
Maintenance &
Support
Realization
Business
Program Blueprint
Set-Up
Rollout ASAP Roadmap
Continuous
Project
Preparation Final Improvement
Realization Preparation
Business Go Live &
Blueprint Support
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SAP has developed Global ASAP as the standard implementation methodology for the global
implementation of SAP software. The basic concept of Global ASAP is to map all activities that do not
take place at local level onto a special structure called the Global Roadmap. This Roadmap is structured
according to the AcceleratedSAP principle and includes How-to's, accelerators, modeling methods and
tools. The Global Roadmap is linked to each Roadmap for projects at local level.
A global implementation strategy involves defining a pre-configured corporate system or global
template. The global template is the sum of all enterprise-specific configuration and Customizing
settings, and models that are included in one SAP System and provide a reference for live systems at the
global and local levels (individual companies and plants). This implementation approach is also referred
to as the global template rollout of the SAP System.
The Global ASAP Roadmap consists of four phases:
y Global Program Set-Up
y Global Business Blueprint
y Global Realization
y Global Maintenance & Support
IMG
The IMG contains documentation
for each activity. Global settings
The activities can be carried out directly. Countries
Functions for project management
Currencies
and project documentation are available.
Calendars
Project Project
SAP Documentation Activities Management Documentation
z Concept z Open Customizing z Status/activity data z Efficiently organized
z Recommendations transactions z Scheduling using notes
z Requirements z Resources z Use Microsoft Word
z Activity z Microsoft Project
z WinHelp interface
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The IMG contains all Customizing activities you need to implement application components.
You can create Customizing projects in an SAP System, to help structure and manage an implementation
project. You can also record cross-project documentation.
You can create an IMG for each project.
From a Project IMG you can work on Customizing transactions, project documentation, cross-project
documentation, and information on project management.
Manually ASAP-IMG
link
Project Project
SAP Generate IMG
Generate IMGs
Reference Project IMG views
Customizing
IMG Projects Views
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The IMG acts as a checklist of the Customizing activities that your enterprise should complete to
implement an SAP System. The IMG is hierarchically structured.
The structure of the IMG and the IMG tools (for example, allocating resources such as project members
and the MS Project interface) help your project team to work through the Customizing activities in a
rational sequence.
For the realization, you can divide the scope of the Reference IMG into different projects, which, in turn,
are assigned to Project IMGs. Use a Project IMG to work on Customizing transactions, project and
cross-project documentation, as well as information on project management.
You can create views to improve the structure of a Project IMG. You can use these views to edit
Customizing transactions, project and cross-project documentation, and information on project
management, in line with the Project IMG.
As of Release 4.6, you can use the ASAP-IMG link in the Q&Adb to create project views. This transfers
the project scope set in the Question & Answer database (Q&Adb) to the R/3 System. The views
generated by the ASAP-IMG link contain Customizing activities for the processes set in scope in the
Q&Adb.
To use the ASAP-IMG link, a Customizing project must already exist in the R/3 System.
Accelerated Solution
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System documentation and the ASAP Question & Answer database contain industry-specific
information and are the ideal places to start looking for information.
Model-based presentations of industry-specific business processes help you analyze the business
processes you have selected. Event-driven process chains (EPCs) are available for several industries (for
example, the automotive and pharmaceutical industries) and are integrated in the SAP Reference
Structure. A structure is available for each industry in the ASAP Question & Answer database, and helps
you to produce an industry-specific Business Blueprint (Phase 2 of the ASAP Roadmap).
Industry-specific Customizing involves integrating default Customizing parameters for a specific
industry in the IMG. SAP has documented this process in the IMG. You can use the Computer Aided
Test Tool (CATT) which is also integrated in the system to transfer industry-specific master data
structures to the system. Test programs (CATTs), named after the above tool, are provided for the
industry-specific business cases defined by SAP. This collection of tools is known as Preconfigured
Industry Systems.
Industry-specific business solutions are integrated as business components in the business framework.
Implementation in the system can also be a ready-to-work solution. The main feature of such a solution
is the delivery of a combination of software and hardware required to install an SAP System.
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